All Pathfinder Countries
Description
Pathfinder Overview:
Pathfinder International is driven by the conviction that all people, regardless of where they live, have the right to decide whether and when to have children, to exist free from fear and stigma, and to lead the lives they choose. Since 1957, we have partnered with local governments, communities, and health systems in developing countries to remove barriers to critical sexual and reproductive health services. Together, we expand access to contraception, promote healthy pregnancies, save women’s lives, and stop the spread of new HIV infections, wherever the need is most urgent. Our work ensures millions of women, men, and young people are able to choose their own paths forward.
Position: Human Resources Business Partner, Global Services.
Reports: Senior Human Resources Director.
Location: United States.
Summary of Role:
The Global Services HR Business Partner (GSHRBP) serves as the key HR focal point for Pathfinders in key global leadership positions and in the following service-oriented divisions: 1) Global Services (HR, IT, Grants and Contracts, Procurement, Operations, Digital Innovation, Business Development, and Technical Services), 2) Global Finance (Finance, Accounting, Travel and Administration, Internal Audit and Compliance), Global Strategic Engagement and Communications, 4) The Office of the CEO, Individual Giving, and Women-Led Climate Resilience, and 5) Legal. These functions benefit from globally dispersed staffing and while positions are increasingly based in the countries where Pathfinder works, a majority of these staff are currently based in the US. The GSHRBP provides subject matter expertise and participates in strategic, organization-wide decisions. The GSHRBP will form part of a team of HR business partners which collaborates with the Global Human Resources team broadly in modeling Pathfinder’s core values, translating strategic plans into operational Human Resources initiatives, promoting positive employee engagement and relations, and improving team and organizational effectiveness. In collaboration with Global Human Resources team members who possess deep expertise in Total Rewards, Talent Acquisition, and Talent Management, the GSHRBP provides operational guidance and support in recruitment, employee relations, talent management, compensation/total rewards, US local labor laws, and HR operations.
Key Responsibilities:
Risk Assessment and Mitigation:
- Monitors and applies any relevant state/federal regulations regarding HR, workers’ compensation, safety, security, and employment best practices.
- Work with HR colleagues to ensure effective HR risk assessments and development of mitigation plans, to be developed and owned by HR leads. Partner with Compliance, Internal Audit and HR leads and other stakeholders in the development and execution of the risk identification and management
- Owns and drive compliance with Pathfinder policies among service units, including delivery of effective policy training, in alignment with overall learning strategies, to meet deadlines, using appropriate internal and external communications, tools and resources.
Employee Relations and Workplace Culture:
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Helps to influence and guide changes in the organization
US Labor & Immigration Law:
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees and recruiting, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Assists international employees with expatriate assignments and related HR matters, liaising with Regional HRBP team members as required.
Workforce Planning:
- Provides guidance and input on departmental or division restructures, workforce planning and succession planning
- Helps to identify and support training needs for departments and individual executive coaching needs.
- In collaboration with Senior Manager, Talent Acquisition creates job descriptions that support Pathfinder business needs.
Employee handbook, standards, and policy development:
- Provides HR policy guidance and interpretation.
- Consults with management, providing HR guidance when appropriate
- With Global HR Team, ensures development and use of HR standards
Project management:
- Leads, manages, or participates on cross-functional project teams including employee engagement initiatives.
Required Education and Work Experience:
- Bachelor’s degree of Human Resources Management, Business, Operations, or a related field, or a combination of education and experience that yields the required competencies
- Minimum 10 years’ experience leading HR functions
- Minimum of 3 years’ supervising professional staff
- Minimum of 3 years’ compensation management experience utilizing Birches Group Salary Surveys or similar product
- Minimum of 1 year of experience working with HRIS applications.
- Knowledge of ERISA, COBRA, and HIPPA regulation
- HR Standards, Guidelines, and Practices: Advanced knowledge of best practices, guidelines, regulations, and standards for managing Human Resources.
- Employee Life Cycle: Advanced knowledge of the employee life cycle from recruiting through separation of employment.
- HR Files and Documentation: Advanced knowledge of legal requirements, procedures and practices for filing and maintaining HR records.
- Labor Law and Practices: Advanced knowledge of the country’s labor laws, regulations and practices.
Preferred Competence and Work Experience:
- Minimum of 3 years’ experience working with an international non-governmental organization funded by USAID and other donors
- SHRM-CP, SHRM-SCP, PHR, SPHR, CCP professional certificate
- Experience using UKGPro, Workday or similar product
- Leadership and Management: Proven advanced ability to recruit, hire, train, supervise and develop staff.
- Demonstrated expertise in organizational effectiveness, talent management and working within a matrix structure
- Compliance: Foundational knowledge of the elements of compliance, and organizational risks
- Investigation: Able to identify problems, gather and analyze data, interview using active listening skills, form unbiased, fact-based conclusions, and write reports with findings and recommendations.
- Must be comfortable interviewing staff, partners, at all levels on sometimes sensitive topics
- Project Planning and Management: Advanced skills in project planning, Influencing and Customer Service Skills: Proven ability to influence using diplomacy skills with key stakeholders. In-depth demonstrated customer service skills.
- Organization, Planning and Multi-tasking: Advanced organizational and planning skills, project planning and management skills. Proven ability to set priorities, meet deadlines and multi-task with minimal supervision. Proven ability to coordinate activities.
- Self-Management and Teamwork: Ability to work independently or as a member of the team, ability to be detailed-oriented and consistently accurate, ability to manage stress effectively in a fast-paced environment, and ability to quickly learn new systems, processes and procedures and adapt local practices to global standards.
- Matrix Management: Ability to thrive. Influence and lead in a matrixed organization.
- Confidentiality: Proven ability to maintain confidentiality on work-related issues.
- Interpersonal skills enabling sensitive conversations with employees, partners, on a range of topics
Other Information:
Technology to be Used:
- Uses cellular and office phone, laptop, or desktop computer.
Travel Requirements:
- Travel required (10% or less)
Application procedure / How to apply:
- Interested applicants are requested to include the contact details for at least 3 references in their resume.
- Please submit your application via this website no later than March 13th, 2023.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pathfinder International provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Safeguarding and Protection
Pathfinder is committed to the safeguarding and protection of the people we serve and our staff. We have zero tolerance for any type of behavior that inflicts harm on children, young people, adults, our staff, and partners including sexual abuse, harassment, bullying, and exploitation. We do everything possible to ensure that we recruit only those who are suitable to work with for us and expect that everyone we hire will abide by our safeguarding and related policies and will report any suspected or known violations. This job is subject to a range of vetting checks as legally permitted in the country where they are being hired. By applying, the job applicant acknowledges they understand our intent to verify suitability to work with us
Qualifications
Skills
Required
Education
Required
Bachelors or better in Human Resource Administration or related field.
Experience
Required
1 year: Minimum of 1 year of experience working with HRIS applications.
3 years: Minimum of 3 years’ compensation management experience utilizing Birches Group Salary Surveys or similar product
3 years: Minimum of 3 years’ supervising professional staff
1 year: Minimum of 10 years’ experience leading HR functions
Licenses & Certifications
Preferred
PHR
SPHR
SHRM-CP
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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