Senior Director Human Resources
New York City (United States of America)
This opportunity can be based in the United States or United Kingdom.
The Senior Director Human Resources supports members of the Leadership Board and Senior Leaders Group in a dynamic and evolving environment, always with the shared goal of delivering HR policies, programs, and practices throughout their global teams.The position works in collaboration with the other HR leaders and teams to ensure that our workplace agenda across all of IRC’s global units is coordinated, cohesive, synchronized and implemented to achieve the desired impact in shaping the IRC employee experience.
This Senior Director Human Resources is responsible for leading colleagues to collaboratively define and execute highly effective, strategic HR services in support of their specialized global units and functions which are co-located across many of IRC’s global operating locations.As a strategic relationship partner to many Leadership Board and Senior Leaders Group teams, this role is accountable to successfully drive the awareness, implementation, and adoption of key elements to our global HR strategy, services, and infrastructure to efficient and effective services at multiple levels.This role will give particular focus on leadership attraction, onboarding, alignment, development, organizational design and effectiveness and staff engagement.
It is particularly important that this role is an effective partner with other HR colleagues to ensure that we have local HR support for employees, managers and leaders regardless of their organization and location.This includes operational and generalist oversight for ongoing staff needs related to such things as: new hire offers, employee relations matters, performance management issues, duty of care services, development program participation, compensation adjustments, workforce analytics, retention, etc.
This role will work closely with other key Human Resources technical units to provide input and ensure that critical operational and strategic initiatives are well designed, delivered and monitored.In particular, this role will be uniquely responsible for the co-development and execution of long-term Gender, Diversity, Equality and Inclusion organizational priorities across all of the IRC.
•Lead global human resources for a subset of IRC leadership and teams including the effective interpretation and design of human resource strategies into annual business plans in the areas of succession and workforce planning, recruitment, talent management, performance improvement, employee relations, compensation & benefits, diversity, equality & inclusion, gender equality, employee engagement and duty of care to ensure IRC attracts and inspires people to be at their best;Put plans in place to ensure IRC leadership has a firm awareness, understanding, capacity and capability to deliver on HR programs, practices, and policies that will influence and shape the employee experience;
•Lead the planning, implementation and delivery of global HR services that spans the spectrum of long-term business planning through day-to-day operational execution partnering with the full network of HR colleagues and resources;
•Lead large, complex change management efforts within the global functions stemming from structural and organizational changes, internal and/or external events or other operating factors;
•In partnership with IRC General Counsel, Employee Relations and the Ethics & Compliance Unit, manage complex individual and organizational matters that may result in organizational restructuring, disciplinary action and/or separations;
•Evaluate, build and facilitate HR functional capacity that supports long-term client succession planning, leadership development and workforce planning;
•Travel globally as and when needed to provide in-person HR leadership, support, technical trainings and/or management of special projects;
•Manage effective relationships in order to act as a strategic HR advisor to senior leadership on all key business priorities, responding to expressed needs while identifying new opportunities where an HR solution will be of value to improve outcomes;
•Act as a role-model for all colleagues in our IRC Values, and the IRC People Manager Standards for effective leadership, with an aim to lead, motivate and mentor direct-reports, communicate clear expectations, set performance objectives, provide regular and timely constructive performance feedback, share time and credit, and create a collaborative environment that inspires maximum potential;