Job Description
SUMMARY
The Vice President for Global Talent Development & Global Human Resources is a core member of the USIP Executive Team, responsible for ensuring team and talent development in alignment with USIP goals and strategies. The VP serves as a key leader in a fast-paced organization dedicated to the proposition that peace is possible, practical and essential for national and global security and helps ensure the Institute is building, nurturing and maintaining the culture, team and expertise necessary to meet the challenges of peacebuilding into the future.
The Vice President reports to the President and works in close collaboration with the Executive Vice President and the Chief Financial Officer/Senior Vice President for Management.
MAJOR DUTIES AND RESPONSIBILITIES
Strategic Talent Management:
- Oversee overall human capital management, including organizational talent recruiting, training, professional development, performance management, retention, benefits administration and other major Human Resources policies. Provides an important link with overseas offices.
- Advise leadership on organization design, change management, and how to best sustain a culture that suits our mission, supports our staff, and addresses any individual performance, interpersonal, and communications issues in our rapidly growing global workplace.
- Review the Institute’s training and development needs and ensure that the organization launches cost effective programs with an overall objective of increasing staff performances, and retaining a workforce that is enthusiastic, motivated, and loyal.
- Leads the development and implementation of comprehensive compensation and benefit plans that are competitive and cost effective.
- Supervises the development and implementation of comprehensive strategic recruiting and retention plans to meet the human capital needs of the Institute.
- Ensures deep and increasingly diverse pools of candidates recruited for USIP positions.
- Develops and recommends the annual Human Resources budget, and demonstrates principles of good stewardship in the management of the Institute’s financial resources by finding ways to minimize costs and streamline processes.
- Guides the development of Human Resources policies and programs to create a healthy work environment that is attractive to, and supportive of, the Institute’s highly talented staff.
- Leverages cost-effective information systems to support human resource programs.
- Reports on human resource trends, including staffing, turnover, performance rating distributions, and awards.
- Provides leadership in educating managers in their responsibilities, and developing and communicating policies that minimize the Institute’s liability.
- Be aware of evolving government influences on management, policies, processes and practices, and work to ensure that the Institute is in compliance with all applicable laws and regulations concerning employment practices, employee health and safety, employee relations, etc.
- Actively promotes the Institute as a high quality work environment and sets an example of professional standards and ethics.
Human Resources Management:
- Build, develop and lead a team of Human Resources professionals. Ensure operational excellence, monitoring and measuring the effectiveness and efficiency of the HR team.
- Works in close collaboration with the Director of Human Resources to maintain the highest standards of services to staff.
- As appropriate, lead the Human Resources response to emergencies, disasters, and other time-sensitive events, as well as routine staff issues regarding performance, compensation, employee relations, engagement, and other areas.
- Responsibly manages a discretionary budget for portfolio activities.
- Successful track record in talent management, including designing and developing leadership training programs, organizational development initiatives and/or systems and human resources initiatives (performance management, succession planning, and executive development.)
Executive Leadership:
- Serves on the Institute executive leadership team and functions as the senior most talent executive in the organization.
- Serves as a strategic advisor and functional expert to the President and executive management team regarding key HR and talent acquisition strategies and issues.
- Possesses the ability to lead people toward meeting the organization’s vision, mission, and goals.
- Fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.
- Proven track record in conflict management, leveraging diversity, developing others, and team building
- Experience in successfully leading and managing in an environment undergoing change and transformation.
Performs other duties as assigned.
QUALIFICATIONS
- Applicants must be U.S. citizens or nationals of countries listed in a U.S. Collective Defense Arrangement per the Department of State. To see a list of those countries, go to http://www.state.gov/s/l/treaty/collectivedefense/index.htm.
- BA/BS degree required; Master’s degree preferred. A degree in Human Resources, Business, Organizational Development or a related field of study preferred.
- A minimum of 15 years of related experience, including strategic support of senior executives aligning Human Resources strategies with business priorities.
- Senior Human Resources certification (SHRM –SPHR or GPHR) desirable.
- Proven expertise working with non-profit and public sectors and non-governmental organizations (NGOs) is highly desirable.
- Practical knowledge of employment laws (state, federal and international) and other compliance requirements.
- Strong personal drive for success; demonstrates initiative and is appropriately decisive.
- Exceptional verbal and written communicator.
- Proven ability to work with diverse stakeholders, manage competing agendas and priorities, and translate complex information across functions.
- Must be able to drive long-term, complex strategic initiatives and support others in doing so as well.
- Ability to analyze and resolve complex problems and translate intricate information to diverse audiences.
- Ability to develop effective relationships with executive teams, Board members and other constituencies.
- Excellent time management, capacity to prioritize and delegate successfully.
- Ability to relate to staff with a sophisticated sense of humor and authentic personal
All USIP contract and employee positions are contingent upon the favorable completion of a suitability background investigation.
Compensation is commensurate with qualifications and experience.
How to Apply To be considered for this position, please submit a complete application package consisting of: 1. Cover letter 2. Resume
If a link does not appear on your screen to “Complete your Application”, please go to www.usip.org/work-us to submit your cover letter and resume.
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For questions about this position, please email recruitment@usip.org. Do not send resumes or attachments to this email address.
Only those applicants that are selected for further discussions will be contacted.
No Phone Calls. Interviews will be scheduled by appointment only.
USIP is an equal opportunity employer. It is the policy and practice of USIP to offer equal employment opportunities to all qualified applicants and employees without regard to race, color, age, religion, national origin, sex, marital status, disability, veteran status, sexual orientation, genetic information, HIV/AIDS status, political affiliations or belief, pregnancy, or any other characteristic protected by law
