Description

About Heifer International:

Heifer International is a global nonprofit dedicated to helping farming communities around the world lift themselves to self-reliance. In our more than 75 years, we have helped more than 42 million families break the cycle of poverty. We work with small-scale farmers worldwide to achieve living incomes, ensuring that they have adequate food, housing, and other essential resources to lead decent and dignified lives.

We assess needs at the community level and address these through inputs like animals and training that are compatible with market needs. Doing so enables small-scale farmers and farming communities to build successful businesses, thriving networks and resilient livelihoods. To strengthen our impact, we have aligned our goals with the United Nations’ Sustainable Development Goals, particularly zero hunger, zero poverty and gender equality.

Role Summary:

Reporting to the Chief People Officer, the U.S. People Director is a key member of Heifer’s Global People Team. The Director will directly and indirectly lead a cross-functional team to deliver full People Operations Support to over two hundred Heifer Employees based in the U.S. The Director will also work with the CPO (Chief People Officer), U.S. Based leaders, and Global People to design and roll-out People Strategies and initiatives relevant to US Labor market, staff needs, and in-line with Global People Strategy.

Workplace Option:

Remote, Hybrid, or Office-based. Global candidates based in countries where Heifer has an established office are encouraged to apply.

Travel:

This position will have limited travel of maximum ten weeks per year for conferences, retreats, and/or meetings. Travel may include either U.S. domestic or international trips.

Role Functions:

To succeed in this role, you will have a record of accomplishment in leading cross-functional teams and have substantial HR experience. You will have previous experience working with senior leadership and strong understanding of the U.S. labor market trends. You will have coaching, communication, change management, and problem-solving skills. You embrace quality service and operational excellence and have strong leadership skills. You are a strong collaborator and comfortable with driving constant organizational change initiatives within U.S. Based organizations. You will have the collaboration, People-First mindset, HR knowledge, and organization passion for developing people, and have the Leadership skills to promote equity, inclusion, and coach leadership on managing sensitive people challenges.

Responsibilities and Deliverables:

A. Strategy and Leadership

• Partner with Global People Team to develop and implement the Global People Strategy and develop U.S. People specific strategies. Contribute to setting the People Department Business and budgeting plan and ensure that US People strategies support the organization’s mission, vision, and values.
• Collaborate with Internal Communications to promote active communications with U.S. Staff, build strong and professional relationships with U.S. Based Leaders and provide one-self as a strategic partner in achieving their organizational priorities.
• Drive and support DEI&B within the U.S. context and in relationship with Global DEI&B Strategy/Philosophy.
• Develop, motivate, and directly/indirectly lead cross-functional HR Professionals in delivering optimum Employee Experience to U.S. Based Staff across strategic workforce planning, recruitment, talent development, compensation and benefits, performance development, compliance, and employee engagement.

B. Talent Management

• Partner with U.S. Leaders and Global Talent Management Director to design and deliver high quality strategic workforce planning, timely fill U.S. based roles and provide optimum candidate/hiring manager experience.
• Assess success of U.S. Talent Acquisition (TA) function and help to create DEI&B in TA best practices.
• Ensure that new U.S. based employees receive proper orientation and onboarding as per HI’s policies in collaboration with Talent Management Unit.
• Promote a culture of learning and growth through proper implementation of Talent.
• Development initiatives. Promote internal mobility and transparent access to opportunities.

C. Employee Engagement/Relations

• Perform case-management responsibilities to investigate claims or manage sensitive performance and leadership challenges.
• Give coaching to Heifer HQ leaders and employees on sensitive performance issues, transition management, career coaching, and problem-solving and mediating employment-related conflicts towards resolution.
• Partner with Legal office to ensure that U.S. employee policies, manuals, and personnel actions are in compliance with applicable U.S laws and best practices.
• Ensure the quality delivery of Employee Relations operations for U.S staff such as for the processing of unemployment claims, employment verifications, U.S. personnel files audit, I-9 Verification, and summation.
• Ensure compliance with employees Data Protection laws and policies in the U.S.
• Achieve Operational Excellence within the U.S. by promptly and efficiently responding to U.S. employees’ queries and maintain exceptional supportive/caring/ and educational attitude.
• Partner with leadership on talent reviews, performance management, succession planning, talent development and other strategic business objectives of the organization.
• Ensure that relevant HR systems reflect HQ U.S. personnel information in a timely, accurate manner.
• Promote recognition program in the U.S.

D. Total Rewards

• Direct U.S. Total Rewards policies, objectives, and initiatives, while partnering with the Global Compensation and Benefits Director to design and ensure successful implementation of U.S. specific Total Rewards Packages while aligning with the organization’s financial objectives. This includes oversight of the U.S. Benefits and Compensation Team, who is responsible for the implementation, administration, and communication of U.S. specific compensation and benefit programs.
• Participate in salary and benefit surveys. Annually benchmark Heifer’s compensation and benefits within the U.S. and recommend/implement changes and communication as needed.
• Ensure that the Staff Care Program policies for the U.S. align with best practices, and the organization’s values.
• Research and bring in-depth understanding of external best-practices and innovative trends, including regular benchmarking and participation in US benefit surveys to ensure market competitiveness.
• Establish and measure key benefit program metrics, compensation factors and total reward programs and perks.
• Analyze current benefits, evaluating the use, services, coverage, effectiveness, cost, plan experience and competitive trends in benefits programs.
• Assess success of the U.S. Benefits Administration function, which includes ongoing relationships with benefit providers and vendors, partnership with insurance brokers or carriers, contract negotiations, and ensuring compliance with applicable regulations. Function is also responsible for benefits-related reporting and documentation, such as providing summaries of benefits coverage (SBCs) and ensuring appropriate disclosures to employees.
• Lead the team to develop comprehensive communication strategies, materials, and tools to educate employees about Heifer Total Rewards. Partners with the U.S. Benefits Manager to ensures the successful annual enrollment, which involves coordinating with benefit providers, communicating plan changes, and guiding employees through the annual enrollment process.
• Responsible for successful benefit reporting and/or audits, either conducted internally or by external auditors, to ensure the accuracy and integrity of benefits data, eligibility determinations, and plan administration.
• Lead job analysis and evaluation processes, provide internal equity and external market data to hiring managers, supervisors and TA for any new positions or promotions.
• Effectively communicating compensation programs to employees. Develop communication strategies, materials, and tools to educate employees about the organization’s compensation philosophy, practices, and structures to ensure that employees have a clear understanding of how compensation decisions are made, how performance impacts compensation, etc.

E. Preferred Knowledge, Skills & Abilities Required:

• BA/BS degree in Human Resources, Business Administration, Psychology, Organizational Behavior, or another related field. Recognized HR Certifications would be a major plus.
• A minimum of 10 years of HR experience with at least (3) three years of extensive leadership HR role managing sub-functions (Talent Acquisition, Talant Development, Employee Relations, Compensation and Benefits, etc.)
• INGO or Global Experience preferred, but not a must.
• Exceptional client-oriented attitude, ability to influence, and communicate effectively with employees and management at senior levels.
• Thorough understanding of U.S. labor laws and regulations, markets, and culture.
• Proven success working with HRIS Systems, ATS’s, and other HR systems to ensure internal data quality and validity.
• Experience in employment life-cycle management.
• Collaborative, team-oriented mindset with initiative that continuously looks for opportunities to improve processes.
• Self-motivated, agile, and detail-oriented, credible leader with exceptional organizational, interpersonal and conflict resolution skills.
• Outstanding organizational and project management skills, with the ability to manage multiple priorities effectively.

Salary Information:

The expected base salary range for this position is $110k to $130k USD annually. Placement within the range will be based on the experience and competency level of the candidate.

What we offer:

Heifer International offers a variety of benefits for U.S. based employees working 30 or more hours per week.

• Health and wellness benefits including Flexible Spending Account and/or Health Saving Account
• Employee assistance program
• 403(b) retirement plan (match 1% employee to 2% employer up to a maximum of 4% match +3% employer discretionary contribution regardless of employee contribution)
• 22 vacation days in addition to 12 statutory and discretionary holidays, and 10 sick days per year
• Employer-paid life insurance and accidental death & dismemberment (AD&D)
• Professional development and annual merit increase opportunities
• Optional critical illness insurance, legal assistance plan and pet protection
• And more!

Heifer International is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with some form of disability.