Director, US Human Resources

Description

Location: Can be remote in the US, with a strong preference for Washington, DC-based candidates.  Regular travel to our DC office is required.

Position Status: Full-time, Exempt, Regular

Salary Level: HQ7.  The pay range for this role is $110,000 - $130,000 USD Annually.

About Mercy Corps

Mercy Corps is powered by the belief that a better world is possible. To do this, we know our teams do their best work when they are diverse, and every team member feels that they belong. We welcome diverse backgrounds, perspectives, and skills so that we can be stronger and have long term impact.

Department Summary

The People Team ensures that Mercy Corps has the people who will enable it to be a world-class, cutting edge, humanitarian organization, creating transformational change in the world. We do this through the recruitment, retention, and development of the best global talent. Our aim is to drive strategic thinking and planning at all levels of the organization; create a robust body of research to guide us internally and externally and steward the organizational culture. To achieve this, we align conversations on learning; keep the organization focused on what has the greatest impact; leverage our comparative advantages in the crowded and competitive international relief and development landscape; and assure we are constantly learning from our work and the external environment.

General Position Summary

The Director of US HR is responsible for leading and managing the human resources function for the USA. The HR Director will provide strategic HR leadership to and be a member of the Global HR Leaders & Partners Team. They will collaboratively drive our People Strategy and play a part in creating a positive and inspiring global team culture.

The HR Director works closely with the Senior Leadership team to understand the needs and objectives of the business to develop and implement HR strategies and initiatives that support the overall strategy of the organization.

Essential Responsibilities

• Advocates for and represents all areas of Mercy Corps’ People strategy. Actively participate as a strategic leader and member of the senior leadership team.
• Lead the collaborative development of strategic plans in the areas of organizational design and development, orientation and onboarding, career progression, talent development and organizational planning, magnifying our employer brand.
• Work with VPs and Senior Director of Department and the CPO to guide the overall vision and approach of the People Team, delivering clear actionable plans to achieve department priorities.
• Strategically develops and manages cross-departmental and cross-functional relationships and activities to ensure that the human resource function is well integrated into wider agency objectives.
• Serve as a thought partner to technical HR Leaders and coordinate planning and implementation of global HR initiatives within the USA Domestic portfolio.
• Lead and assist in the development and planning of organizational change/transformation, leading identification/framing of problems, creation of trusting relationships, action plan fulfillment.
• Developing capabilities of the HR team in the USA and providing them with guidance and support to ensure that they are effectively carrying out their responsibilities.
• Collaborate with leadership to identify gaps in team structures while ensuring timely hiring and talent development.
• Focus on increasing a diverse representation of talent from the communities in which we work and serve.
• Provide expert advice and support to HR, GDI and people managers of all levels in all people-related areas, including but not limited to general management, workforce planning, recruitment strategy, policy inquiries, compensation and benefits, employee relations and exit management.
• Leverage and support ongoing communication campaigns to strengthen the Global Human Resource team brand throughout appropriate digital, social media and in-person avenues within the agency.
• Translate business strategies and objectives into the appropriate People Team agenda, initiatives, and actions – and gain support/ownership for that agenda across the Different Departments.
• Partner with the Employee Relations Team to ensure strategic decision-making and compliance in all performance and conduct related issues.
• Ensure compliance with legal requirements by managing and maintaining accurate employee records through the employee life cycle.
• Maintain legal compliance of employment and working conditions in each state.
• Leverage Talent Acquisition, Talent Management, Leadership and Learning, and Total Rewards to develop and implement programs which foster employee engagement and success.
• Works with the USA Head of Departments and COE partners to understand plans and business needs and generate near-term solutions, provide recommendations for longer-term strategies with a focus building effective regional strategies.
• Providing guidance and support to managers and team members on a wide range of HR-related topics, such as performance management, employee development, All Voices survey and leadership development
• Working with the HR leadership team to develop and implement company-wide HR policies and programs, and ensuring that they are consistently applied across the US region, for up to 500 employees.
• Analyzing HR data and metrics to identify trends and areas for improvement, and providing recommendations to senior leadership on how to address any issues or concerns.
• Actively promoting the company's diversity and inclusion initiatives and strategy and working with the HR team to develop programs and initiatives that support a diverse and inclusive workplace.

Accountability to Stakeholders

Mercy Corps team members are expected to support all efforts towards accountability, specifically to our beneficiaries and to international standards guiding international relief and development work, while actively engaging beneficiary communities as equal partners in the design, monitoring, and evaluation of our field projects.

Supervisory Responsibility

SR. HR Advisor, Talent Acquisition Manager, HR Manager

Accountability

REPORTS DIRECTLY TO: Vice President People Team

WORKS DIRECTLY WITH: VPs, Executive Team, Total Rewards, Talent Management, Leadership and Learning, Talent Acquisition, Employee Relations, People Operations, People Systems, Corporate Finance; Ethics, Legal and other teams as needed.

Knowledge and Experience

• 10 years of Human Resources experience in the USA Labor Market with a bachelor’s degree in HR or related field.
• HR Credentials (e.g. PHR from the HR Certification Institute)
• A minimum of 5 years with an international company.
• Exposure to INGO Programming, Country Operations is highly preferable.
• Experience working with international team members populations.
• Understanding of labor laws and disciplinary procedures.
• Experience leading a diverse team across different states.
• Demonstrated understanding of working in the United States, and significant experience with the challenges of operating and managing HR functions in the region.
• Demonstrated capacity to utilize analytics and technology to improve efficiency.
• Demonstrated capacity to incorporate best in class assessment approaches in global organization.
• Demonstrated experience and ability to create, implement, maintain, and improve HR processes.
• Demonstrated passion for staff in international relief and development environments.
• Ability to communicate and problem-solve effectively across diverse cultures with sensitivity.
• Experience facilitating senior level conversations.
• Strong ethics and reliability
• Fluency in English

In addition to these specific responsibilities, the Director, US HR Business Partner must possess strong leadership skills, excellent communication and interpersonal abilities, and a deep understanding of HR USA best practices and regulations. They must also be able to work effectively in a fast-paced and dynamic environment and be able to adapt to changing business needs and priorities.

Success Factors

We are looking for an individual who thrives in a fast-paced organization, can flex between strategic and tactical responsibilities in their day-to-day work and who enjoys working with people from different cultures. Our work is fluid and can shift quickly, but those who enjoy this type of role are client-focused, creative problem solvers that balance employee and organizational needs and are inspired by knowing they are helping people achieve our mission.

The successful team member will be an avid learner, self-directed, innovative and action orientated.  Furthermore, they must have the ability to work independently, employ effective time management skills, handle frequent interruptions, and shift priorities, exhibit effective customer service skills, and work effectively with a wide variety of individuals including team members based overseas.  They will have the ability to work onsite and collaborate with team members, deliver compelling designs within the guidelines of specific project objectives, and interact professionally and productively with Regional Team and other global staff.  Additionally, the individual will thrive in an environment prone to rapid change and be willing to accept an increase in responsibility level in the assigned areas.  The most successful Mercy Corps team members have a positive approach, a strong commitment to teamwork and personal accountability and the ability to be flexible and ensure that effective communication is a priority in all situations.

Living/Environmental Conditions

This position could be performed on remote but would require going on a regular basis within our DC, Office (Washington, DC).  It requires up to 30% travel domestically can be expected.  This position may be asked to travel on occasion with little notice.

Mercy Corps Team members represent the organization both during and outside of work hours when deployed in a field posting or on a visit/TDY to a field posting. Team members are expected to conduct themselves in a professional manner and respect.

Ongoing Learning

In support of our belief that learning organizations are more effective, efficient, and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development.

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact.

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination based on race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to the Inter organization Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct eLearning courses upon hire and on an annual basis.

Keywords

Human ResourcesLeadershipTalent DevelopmentOrganizational PlanningEmployee RelationsHR PoliciesHR ProgramsDiversity and InclusionLabor Laws