At the heart of Pact is the promise of a better tomorrow. A nonprofit international development organization founded in 1971, Pact works on the ground in nearly 40 countries to improve the lives of those who are challenged by poverty and marginalization. We serve these communities because we envision a world where everyone owns their future. To do this, we build systemic solutions in partnership with local organizations, businesses, and governments that create sustainable and resilient communities where those we serve are heard, capable, and vibrant. Pact is a recognized global leader in international development. Our staff have a range of expertise in areas including public health, capacity development, governance and civil society, natural resource management, poverty, fragile states, monitoring and evaluation, small-scale and artisanal mining, microfinance and more. This expertise is combined in Pact’s unique integrated approach, which focuses on systemic changes needed to improve people’s lives.
Global Human Resources (HR) – Pact strives for a world where all people are heard, capable, and vibrant. The Global Human Resources team helps realize this objective by fostering a worldwide environment that inspires excellence where initiative, inventiveness, and professional development are encourages. We value innovation in our employees and believe it gives us a competitive advantage in this global marketplace. Our team focuses its resources and efforts on the lifecycle quality of employee activities with ongoing attention to: Employee engagement, professional development, rewards and recognition and organizational culture; Taking what might be complicated, distant, daunting and making it simple, understandable and workable; Finding ways to fulfill our intent for openness, transparency and accessibility of information, rather than control, restriction and containment; Ensuring cross-organizational collaboration, shared success and joint action.
This position is based in Washington, D.C. and will support employees in over 55 countries around the globe. The Sr. Director, HR functions as a key member of the Talent Management Team (TMT) and supports our Global HR in workforce planning, talent management, performance management, employee relations, staff engagement, development, and retention programs.
Under the direction of the Chief Human Capital Officer (CHCO), the Sr. Director, HR will be responsible for the development of international HR goals and implementation of people solutions, compensation, employee relations, provide training and coaching to international offices, will develop retention programs, and be in support of the strategic direction of the organization and its culture.
Works with HR Operations team to develop, implement, and maintain human resources systems that meet the organizational needs of both domestic and international offices. In collaboration with the CHCO, evaluates and defines all Human Resources training programs. Establishes an in-house employee training system that addresses company training needs including training needs assessment, management, staff skills development and the measurement of training impact, and training transfer. Supports the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs. In collaboration with Director of Talent Acquisition, implement talent programs in the areas of recruiting, compensation, benefits, and workforce planning. Partner with CHCO and with country offices to resolve complex global employee relations in a balanced, fair, and objective manner. In alignment with organizational standards and coordination with HR Advisor and with the country offices, communicate and implement international HR policies, procedures, programs, and laws. In collaboration with HR Advisor and country offices, determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. In alignment with organizational standards and coordination with CHCO, reviews, guides, and approves management recommendations for employment terminations. Working in collaboration with CHCO and Shared Services, leads the implementation of international safety and health programs. Analyzes wage and salary reports and data to determine competitive compensation plan. Assist with competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff and participation in salary survey every year. Ensures compliance with all existing governmental and labor legal and government reporting requirements.
This position may be filled at the Director or senior Director level, depending on the experience of the chosen candidate.
Master’s degree with at least twelve (12+) years relevant experience including at least seven (7+) years of management experience, or a Bachelor’s degree with at least fourteen (14+) years relevant experience including at least nine (9+) years of management experience. Knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development. Experience with global HR practices and systems. Experience with startups and managing HR departments in Africa, Asia and/or South America. Excellent interpersonal and coaching skills. Demonstrated ability to lead and develop Human Resources staff members. Demonstrated ability to interact effectively with all the levels of an organization. Excellent computer and Microsoft Office skills; must include Excel and skills in database management and record keeping. General knowledge of various employment laws and practices. Experience in the administration of benefits and compensation programs and other Human Resources programs. Excellent project management skills. Pact is an equal opportunity employer and does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity or expression, marital status, disability, genetic information, age, citizenship status, genetic information, matriculation, family responsibilities, personal appearance, credit information, tobacco use (except in the workplace), membership in an employee organization, or other protected classifications or non-merit factors.