Overview

Global Communities works at the intersection of humanitarian assistance, sustainable development and financial inclusion to save lives, advance equity and secure strong futures. We support communities at the forefront of their own development in more than 35 countries, partnering with local leaders, governments, civil society and the private sector to achieve a shared vision of a more just, prosperous and equitable global community.

The Chief People Officer has overall responsibility for the development and implementation of global programs, processes, systems, and tools that enable the global workforce and culture and leads the organization’s global Diversity, Equity, Inclusion, and Belonging strategy to ignite commitment and realization of Global Communities’ mission, vision, and organizational strategy. The incumbent works collaboratively with internal and external stakeholders to implement global people and DEIB strategies, tailored to regional needs, providing operational assistance, and overseeing the administration and support to Global Communities employees. This is a high visibility role reporting to the Chief Executive Officer.

This role requires a unique combination of strategic, operational, and tactical expertise and works in partnership with a complex set of stakeholders aligning them towards a progressive approach to managing performance that evolves and enriches our culture of inclusion and behaviors of leaders and employees. As a member of the senior executive team, the incumbent contributes to the business strategy development process and helps lead change that will enable Global Communities to effectively achieve its mission. The incumbent drives the development and encourages the promotion of a strong organizational values and mission-centered, inclusive, and professional organizational culture.

Responsibilities

Responsibility Area: Organization Leadership

Navigates a highly distributed global work environment to ensure success in implementing programs while recognizing regional / local best practices.
Develop a collaborative partnership with internal stakeholders to lead change, enhance, and invigorate Global Communities’ global culture.
Advise, consult with, and support senior executives in the development and application of the organization’s core values in the management and development of its people
Participate as a strategic member of the Executive Team (ET) and as a business partner with country program management
Structure and implement an approach to the effective development of supervisory and management skills for all global staff with people-management responsibilities, to develop leaders who inspire, build trust, and embody our cultural values
Assess Global Communities’ organizational culture and structure to understand and recommend strategies to develop, change, influence, and mold desired outcomes
Lead people and organization initiatives across all functional areas of global HR to engage employees in the organizational culture, which will in turn enable the delivery and support of development projects that help create sustainable change and impact in the communities we serve, and to meet the strategic and operational needs of the organization
Ensure the development and execution of the organization’s goals and strategies with respect to honoring the dignity and common humanity of every individual, including efforts to:
Conceptualize, define/refine, assess, and cultivate diversity, equity, inclusion, and belonging as a set of organizational resources and strategies
Ensure a rigorous commitment to preventing sexual exploitation, abuse, and harassment of all Global Communities’ stakeholders, and the safeguarding of children and vulnerable adults
Recruit, hire, retain, and support the professional development of a diverse staff
Identify opportunities, design policies, and support practices that promote equity throughout the organization in areas such as recruitment, access to information and opportunity, compensation, and recognition
At all times function as a strategic business advisor to senior management regarding key organizational and management issues

Responsibility Area: DEIB Initiatives Support, Organizational Learning and Thought Leadership

Assess, develop, and implement DEIB strategic initiatives e.g., Convene and facilitate Diversity, Equity, Inclusion, and Belonging Council and all other DEIB related committees and subcommittees, and track and coordinate all committee activities.
Represent Global Communities at external work groups working on DEIB issues, for example, Interaction and Humentum.
Develop capacity in management and staff to address and manage complex situations; create safe spaces for discussion and learning on a variety of issues relating to DEIB.
In collaboration with the Senior Manager, Learning, Development & DEIB to create and deliver learning and capacity-strengthening opportunities for Global Communities staff, local partners and board around DEIB, institutional and structural racism/oppression, colonialism, gender justice and feminism, and other relevant and important DEIB topics.

Responsibility Area: Strategic Planning

Create and lead implementation and assessment of annual and multi-year global people strategies and plans
Collaborate with VP, Communications to develop and implement an internal communications program to educate and engage employees around Global Communities’ strategic plan, mission, vision, values and culture

Responsibility Area: Lead People Team

Create a vision for global People Team, including development and implementation of HR

best practices globally

Ensure worldwide compliance with applicable employment laws and regulations
Develop and maintain clear, equitable, progressive, and empowering employee policies, programs, systems, and organizational structures appropriate for each operational region
Align the People team to achieve the organization's strategic objectives; review current structure of the team; identify talent and knowledge gaps and restructure as needed
Develop and manage People budget, including identifying and assessing available resources for professional development and team building purposes

Responsibility Area: Employee Engagement: Talent Acquisition, Management, & Development

Develop inclusive talent acquisition and retention and performance management policies, practices, and procedures; design, develop, and implement organizational dashboard reports, workflow metrics, and analysis to identify historical trends, roadblocks and challenges, and optimal opportunities for positive change.
Lead the development and implementation of talent acquisition including candidate identification, recruitment, selection, hiring and onboarding processes and tools are created to support talent acquisition efforts globally
Lead talent management, development, and retention strategies, including employee engagement programs that incorporates employee voice, performance planning and support, succession planning, bridging talent between programs in a fair and equitable manner, and professional development
Lead development of meaningful total compensation and recognition programs globally
Lead delivery of training, coaching, counseling, and other resources as indicated to support ongoing learning, professional growth, and performance improvement at both individual and organizational levels

Responsibility Area: Policy

Infuse DEIB principles into all areas of
People Team operations.
Lead the development of best practices in People Team operations to enable higher level efficiency, cost effectiveness, and internal customer satisfaction in the areas of compensation and benefits; employee recognition and support services; learning and development
Develop, communicate, and supervise the fair and consistent application of Global Communities’ people philosophy, principles, policies, and practices
Ensure that people-related policies comply with all applicable laws, and reflect business or operating norms, philosophy of the organization and application of a DEIB lens
Assess and mitigate potential risk to the organization by identifying and implementing policies, procedures, and practices that improve the health and safety of the overall work environment while reducing the risk of harm to both staff and the communities we serve
Coordinate, manage, monitor and evaluate ‘future of work’ guidance, assessments and needs to ensure organizational efficacy

Responsibility Area: Total Rewards

Oversees, develops, and implements progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.

Responsibility Area: Employee Relations, Compliance and Risk Management

Collaborate with Legal Department on compliance with employment-related local statutory requirements.
Lead compliance with Global Communities’ records and retention policies; ensure compliance with funder regulations and local labor law and regulations within each country in which the company operates.
Lead and/or oversee investigations into complicated/complex employee relations issues and ensure appropriate resolution.

Responsibility Area : Workforce Planning

Implements policies and processes within the organization to analyze its workforce and determine the steps it must take to prepare for future staffing needs.
Enterprise skills gap assessment, critical talent assessment, diversity planning, talent forecasting, scenario planning, talent segmentation, critical role identification.
Implements programs that identify, nurture, develop, and train new leaders for future requirements or replacement of the existing leaders to continue the trend of dependable leadership in the organization.
Talent profiles, assessment & calibration, talent reviews, talent pool management, and talent mobility.

POSITION SPECIAL RESPONSIBILITIES:

Supervises a professional People Team of approximately 10-15 people, contractors and consultants
Indirectly supervises a country office based professional People Team of approximately 25 people
Must be able to travel at least 25% of the time, both domestically and internationally
Promote a culture of excellence, inclusion, learning, support, diversity and innovation

Knowledge, Skills And Abilities

Professional HR Certification, e.g., SPHR, SHRM-SCP, or GPHR
DEIB Certification, preferred but not mandatory
Proficient writer and practitioner of equitable and inclusive human resource policies and strategies; record of success in building diverse, engaged workplaces
Effective HR tactician and strategist, with the ability simultaneously to manage multiple priorities and projects
Outstanding communication skills including the ability to deal with confidential, sensitive, emotionally charged situations with empathy and tact, and respond appropriately to internal and external inquiries
Previous international development organization experience preferred
Country program operations and/or country project management experience highly desired
Lived and worked for an international NGO at the country program/project level for a minimum of 2 years
Demonstrated professional competence and success in organizational development and change management
Strong knowledge of US labor laws; familiarity with non-US labor regulatory environments preferred
Risk mitigation and partnership in collaborating with Operations and Finance teams to ensure compliance, business continuity, and risk management
Strong critical thinking, communication, and facilitation skills; compassionate and articulate speaking skills
Proven collaborative leadership style with the ability to influence others into action and to think creatively about solutions
Proven ability to work in a fast-paced environment, both independently and as part of a team; hands-on and willing to get things done
Entrepreneurial work style
Demonstrated ability to lead multiple high-profile and complex projects simultaneously
Exceptional interpersonal skills with ability to connect with people, establish credibility and trust with employees in various geographic locations and with multi-generational demographics, and job functions
Ability to negotiate conflict and maintain constructive working relationships with people at all levels, sensitivity and compassion in counseling a diverse staff
Familiarity with relevant laws and regulations (e.g., EEO, ADA, Title VII, etc.).
Awareness of legal implications of DEIB initiatives and ensuring organizational compliance.
Knowledge of organizational behavior, change management, and development strategies.
Understanding of how to integrate DEIB principles into organizational policies and practices.
In-depth understanding of different cultures and the impact of cultural differences on workplace dynamics.
Knowledge of global DEIB trends and practices, especially if the organization operates internationally.
Strong analytical skills to assess and interpret data related to DEIB metrics.
Strategic thinking to develop, implement, and evaluate DEIB strategies and initiatives.
Ability to address and resolve issues related to discrimination, harassment, and other DEIB-related conflicts.
Ability to create an inclusive environment where all employees feel valued and respected.
Ability to envision and drive innovative DEIB initiatives that align with organizational goals.
Good humored and sound judgement
High sense of urgency

Qualifications

Undergraduate degree in a related discipline and a minimum of 20year of related work experience or a minimum of 25 year of related work experience.
15+ years of progressively responsible professional and leadership experience in senior level positions, including experience developing people and culture through periods of significant organizational growth and change.
5 years of senior-level experience reporting to the CEO or COO; board liaison experience preferred
5-10 years of DEIB leadership or related roles
Strong knowledge of DEIB principles, legal compliance, and organizational development
Ability to build relationships, resolve conflicts, and demonstrate empathy
A passion for the mission and values of Global Communities

Application Instructions

To be considered for this position, please apply (including your resume and cover letter) by 8/29/2024. Applications received after this date may be reviewed on a rolling basis until the job has been filled.

Location and Work Schedule

This selected candidate can be based in Silver Spring, MD or San Diego, CA. Candidates must be authorized to work in their preferred country without any restriction.

This role is on a hybrid/telework schedule. The selected candidate is expected to work at least twice as week (Tuesday, Wednesday, or Thursday) from either our San Diego or Silver Spring office and the remainder of the week from an approved remote location.

Salary And Compensation

The estimated salary for this position is between $203,988 - 250,000. Final salary will be based on several factors including qualifications, geographic location, experience, and internal equity. Global Communities provides a comprehensive benefits package; please note that this position is not eligible for allowances.

Safeguarding Policy

Global Communities holds strict safeguarding principles and has a zero-tolerance policy for conduct of sexual exploitation, abuse, and harassment. In the process of recruitment, selection, and appointment, Global Communities will conduct robust reference and background screening checks, including international vetting as a signature of the Global Misconduct Disclosure Scheme to ensure children and vulnerable adults are safeguarded, and abuse is prevented. The incumbent is required to carry out their duties in accordance with Global Communities Safeguarding policy and the Standards of Conduct.

EEO/ADA

Global Communities is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Global Communities complies with all applicable provisions of the ADA and makes reasonable accommodations for applicants and employees with disabilities unless it provides undue hardship to the organization. If reasonable accommodation is necessary to participate in the recruitment process, please contact recruitment@globalcommunities.org.

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