The Clinton Health Access Initiative, Inc. (CHAI) is a global health organization committed to our mission of saving lives and reducing the burden of disease in low-and middle-income countries. We work at the invitation of governments to support them and the private sector to create and sustain high-quality health systems.

CHAI was founded in 2002 in response to the HIV/AIDS epidemic with the goal of dramatically reducing the price of life-saving drugs and increasing access to these medicines in the countries with the highest burden of the disease. Over the following two decades, CHAI has expanded its focus. Today, along with HIV, we work in conjunction with our partners to prevent and treat infectious diseases such as COVID-19, malaria, tuberculosis, and hepatitis. Our work has also expanded into cancer, diabetes, hypertension, and other non-communicable diseases, and we work to accelerate the rollout of lifesaving vaccines, reduce maternal and child mortality, combat chronic malnutrition, and increase access to assistive technology. We are investing in horizontal approaches to strengthen health systems through programs in human resources for health, digital health, and health financing. With each new and innovative program, our strategy is grounded in maximizing sustainable impact at scale, ensuring that governments lead the solutions, that programs are designed to scale nationally, and learnings are shared globally.

At CHAI, our people are our greatest asset, and none of this work would be possible without their talent, time, dedication and passion for our mission and values. We are a highly diverse team of enthusiastic individuals across 40 countries with a broad range of skillsets and life experiences. CHAI is deeply grounded in the countries we work in, with majority of our staff based in program countries. Learn more about our exciting work: http://www.clintonhealthaccess.org

CHAI is an Equal Opportunity Employer, and is committed to providing an environment of fairness, and mutual respect where all applicants have access to equal employment opportunities. CHAI values diversity and inclusion and recognizes that our mission is best advanced by the leadership and contributions of people with diverse experience, backgrounds, and culture.

Team Overview

CHAI’s employees currently work in over 30 countries around the world and are supported by both country and global human resources staff. As a part of the Global Human Resources team, the Regional HR Partner, Southeast Asia Pacific, India and China will serve as a knowledgeable and trustworthy business partner to our country, operational, and global program teams to provide a coherent approach to the management of one of CHAI’s most valued assets – our people. This involves employing people, developing their capacities, and compensating their services in line with their roles and CHAI’s organizational requirements.

Position Overview

The Regional HR Partner, Southeast Asia Pacific, India and China is an integral part of the CHAI Global HR team, serving as a strategic business partner, delivering value-added services to country and regional leadership and to Global HR colleagues in furtherance of CHAI’s mission and the principle that CHAI’s staff is its greatest asset. This person will serve as a key advisor to staff throughout Southeast Asia Pacific, India and China. They will provide generalist HR services and support in the region and as needed worldwide. This will include, but is not limited to employee relations, organizational development, talent development, performance management, onboarding, training, compensation, complaints and investigations, compliance, global mobility, and other disciplines. They will participate in Global HR and (as requested) country team strategic planning and will provide leadership and/or collaboration and support on Global HR projects and initiatives, including but not limited to development and implementation of HR programs, policies, processes, systems, training, guidance, etc. This person will be required to work both independently and as part of the Global HR team.

With leadership approval, this position can be based in one of CHAI program country in Southeast Asia (Vietnam, Cambodia, Lao PDR). This position requires up to 30% international travel per year.

Employee Relations (30%)

• Receive complaints from employees and others. Plan and execute confidential investigations, as assigned, of alleged harassment, bullying, discrimination, abuse and exploitation, and other misconduct. Write investigative reports for Global HR leadership and summaries for CHAI leadership.
• Provide senior-level counsel on employee relations issues, organizational and workforce development, compensation, procedure and policy interpretation, host-country compliance, and recruiting and retention strategies.
• Coach managers and employees to resolve complex employee relations issues, promote career development, improve productivity and morale, and address concerns and disputes.
• Under the guidance of their supervisor, serve as Focal Point for issues pertaining to CHAI’s Global Code of Conduct and the Prevention of Sexual Exploitation, Abuse & Harassment (PSEAH).
• Develop programs to improve work relationships, build morale, increase productivity, and increase retention.
• Guide managers and country leadership on performance improvement and discipline, up to and including termination.

Compliance and HR Operations (30%)

• Develop and implement HR policies and procedures and oversee development of and updates to country employment manuals.
• Maintain in-depth knowledge of legal requirements and considerations related to the management of employees and implements measures to reduce risks and manage compliance. Counsel Global HR staff and regional and country management on host-country compliance.
• Provide guidance to assigned country teams on compensation and equity, HR procedure and policy interpretation, host-country compliance, and recruiting and retention strategies.
• Advise assigned country teams on compensation decisions by analyzing internal data and providing recommendations that align with CHAI’s compensation framework.
• Work with other members of CHAI HR to facilitate employment agreements and interpret labor regulations and HR-related legal issues for country offices and international staff, research and interpret overseas labor laws, perform and support HR audits, and support reviews and changes to HR-related manuals and documents.
• Anticipate and proactively research legal requirements related to day-to-day management of employees, to help reduce legal risks and ensure regulatory compliance. Partner with Contracts department and Global Operations team as needed and provide guidance to managers as appropriate on a case-by-case basis.
• Work with members of Global HR team to complete administrative work related to HR processes including contract renewals, payroll changes, etc. in a timely manner.
• Design, plan, and implement HR services, practices and protocols.
• Participate as needed in recruitment, hiring, and onboarding.

Professional Development, Training & Workforce Planning (20%)

• Develop HR strategies and programs to support CHAI’s mission, vision, and values.
• Establish and maintain strong relationships with regional, country, and HR leaders, as well as managers, to promote HR best practices and collaborate on strategies that meet both local needs and Global HR mandates.
• Develop work plans to promote productivity, effectiveness, and program success, and to address succession planning and country team restructuring.
• Develop tools and standards towards building HR and programmatic capacity and continuity.
• Lead learning and development activities to promote a respectful workplace, talent development, management skills, and other capacity building needs. Develops, facilitates, and delivers training, and trains trainers.

Employee Experience (20%)

• Creating ways to measure and assess engagement (for example, surveys).
• Designing approaches to communications which provide an employee voice.
• Reviewing management practices and their impact on the employee experience.
• Creating proactive approaches to well-being in the organisation to drive physical and mental well-being.
• Building a culture of trust.
• Assessing the impact that people practices and policies have on the employee experience.
• Contributing to the design of the Employee Experience framework by defining new or enhancing current policies, procedures, tools, and processes.
• Supporting managing an effective onboarding and orientation of new and transferring staff members to the organization.
• Actively participating in human resources projects and implements employee engagement initiatives.

• Bachelor’s Degree or higher required, preferably in Human Resources, Learning and Development, International Business, or a related discipline;
• 6+ years of progressive experience in Human Resources including experience in supporting countries in Southeast Asia Pacific, India and or China;
• Progressive human resources experience with a strong background in employment and selection, training, career development, compensation and benefits, employment law and experience in proactively anticipating, preventing, and managing employee relation issues;
• Ability to lead complex projects and initiatives that require multi-level stakeholder engagement;
• Ability to communicate effectively and build strong relationships with a diverse group of employees, leaders, and external stakeholders, both remotely and in-person;
• Familiarity with labor laws in the region and their application to international and national employees;
• Ability to exercise sound and timely judgment and maintain confidentiality of sensitive information;
• Experience with conflict resolution, including conducting effective, thorough, and objective investigations;
• Demonstrated strong analytical and problem solving skills;
• Ability to manage multiple priorities while accomplishing departmental and organizational goals;
• Prior experience working in Southeast Asia and fluency in English (spoken and written) is required and working knowledge of additional language used in the region will be an advantage.

#jobreference3 #region2