Jobs Available at FHI 360

RESPONSIBILITIES / DUTIES

Complexity & Problem Solving:

• Strategically manages HR operations, technology, and services, including HRIS, digital strategy, HR data management, analytics and reporting, and employee service center initiatives, while anticipating market impacts and driving continuous improvement in HR processes.
• Evaluates complex variables to enhance operational efficiency and align with organizational objectives.
• Defines HR Operations, Technology, and Service Delivery vision and strategy, including prioritized innovation and improvement objectives.
• Oversees the day-to-day HR operations, technology, and services, including payroll, employee records, HR compliance, and reporting activities.
• Ensures leading practice process management is implemented for all HR processes and procedures, addressing documentation and management approach to drive efficient, effective, and aligned processes with organizational goals.
• Utilizes HR metrics and analytics to measure the effectiveness of HR operations and make data-driven decisions.

Discretion & Impact:

• Shapes and executes HR strategy and operations globally, influencing long-term organizational success and employee experience.
• Manages significant financial and legal implications related to HR operations, technology, and service delivery.
• Ensures HR Operations resources are sufficient and in place to deliver services, e.g., during times of peak demand.
• Ensures HR-OTS projects are delivered on time, within budget, and meet the organization’s requirements and quality standards.
• Manages relationships with external vendors and service providers to ensure high-quality service and cost-effective solutions.

Collaboration & Interaction:

• Collaborates with senior leadership across FHI 360 to define, communicate and execute HR operations, technology, and service delivery strategies.
• Negotiates and influences critical HR matters, ensuring alignment with organizational goals and fostering operational excellence.
• Collaborates with all areas of HR and supports the HRBP team to ensure new or changed HR products, services, processes, or policies are communicated, planned, and implemented effectively across the Operating Business.
• Collaborates with all HR teams, particularly the HR Strategy, Partner, and Transformation team, to plan for and implement successful transformation projects.
• An agile leader that can either represent HR business needs as part of a multi-disciplinary team or lead HR business teams to support the objectives of the organization.

Management & Supervision:

• Leads global HR operations, technology, and services teams, overseeing payroll, compliance, HRIS management, and service delivery.
• Develops and implements best practices in HR process management to support strategic HR objectives and enhance employee satisfaction.
• Manages, coaches, and develops team leads and members within HR operations, technology, and the service center to enhance the effectiveness and efficiency of these departments.
• Develops plans, builds business cases, and obtains approvals for continuous improvement across operations, technology, and processes.
• Provides leadership to the employee service center, monitoring, analyzing, and reporting on inquiries and issues, ensuring timely and effective resolution through a robust HR data and support structure.
• Ensures HR technology solutions are integrated, optimized to be user-friendly, and to support the strategic objectives of the HR function and the organization. Ensure regular “health-checks” are completed to maximize cost/benefit.
• Embraces other duties as assigned, contributing to the team’s multifaceted and evolving responsibilities.

QUALIFICATIONS

Knowledge & Skills:

• Strategic thinker with demonstrated expertise in global HR operations including payroll, technology, and service delivery.
• Proficient in HRIS, ATS, LMS, and other HR systems implementation and management.
• Strong analytical skills to interpret HR data and drive data-driven decisions.
• Experience managing complex HR projects and initiatives globally, with a track record of achieving measurable outcomes.
• In-depth knowledge of HR best practices, trends, and regulatory requirements in various countries.
• Commitment to the mission and values of the organization.
• High degree of integrity, professionalism, and confidentiality.
• Culturally sensitive with the ability to work effectively in a diverse, global environment.
• Strong analytical and financial evaluation and management skills for project budgets, business cases for strategic initiatives, operational budget, and resource management, including vendors and external contractors.
• Strong project management and organization change management skills with a track record of successfully delivering complex HR projects.
• Extensive experience in complex project planning and management, specifically HR technology implementation, optimization, and management, including HRIS, ATS, LMS, and other systems and achievement of KPIs/objectives.
• Record of accomplishment of successfully implementing HR technology solutions and defining, measuring, and achieving KPIs/objectives.
• Experience in managing shared services and outsourcing strategies.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Information Technology, Operations Management, or related field.
• Minimum of 15 years of progressive HR experience, including at least 8 years in a leadership role within a global organization; or 12 years with a master’s degree; or 9 years with a PhD; or an equivalent combination of education and experience to effectively perform job responsibilities.
• Must have Workday HCM experience.
• Must have Payroll experience.
• Must have experience working globally, with a focus on projects in developing countries.

Preferred Qualifications:

• Master’s degree in a related field.
• Preferred certifications such as PMP, SHRM-SCP, SPHR, Lean, Six-Sigma, Workday or other HCM.
• Internal or external consulting experience.
• Experience in the non-profit or international development sector.
• We welcome candidates with other relevant certifications or their international equivalents.

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RESPONSIBILITIES / DUTIES

Complexity & Problem Solving:

• Skillfully manages abstract concepts across Talent Management, evaluating intangible variables to identify and evaluate underlying issues.
• Develops and implements a comprehensive, integrated global talent management strategy that aligns with the organization’s mission, values, and strategic goals.
• Collaborates with leadership to define and prioritize critical organization requirements, including organization and leadership capabilities, key strategic priorities, and talent segments requiring specific focus.
• Uses data and analytics to inform strategy, planning, and program design, assess the effectiveness of talent management programs, and makes data-driven continuous improvement decisions.

Discretion & Impact:

• Responsible for shaping and executing the company’s overarching talent management strategy, translating it into departmental objectives.
• Errors in decision-making could significantly impact the company’s ability to attract, develop, and retain top talent over an extended period.
• Leads Workday talent processes, including business processes, communication planning, enhancements, and data governance.
• Leads the design and execution of a robust performance management system that aligns individual performance with organizational goals.
• Implements strategies to recognize and reward high performance and manage underperformance through appropriate interventions.

Collaboration & Interaction:

• Interacts with key internal and external executive-level stakeholders, negotiating critical matters and shaping policy and strategy through effective communication.
• Partners with senior leadership, HRBPs, and other key stakeholders to ensure strategic alignment on purpose/intent, shared ownership, and implementation support for talent management initiatives.
• Communicates talent management strategies, programs, and results to stakeholders at all levels of the organization.
• Collaborates with HR Operations, Technology & Services team to develop a digital/technology and data/insights optimization plan to enable the talent management strategy.

Management & Supervision:

• Leads the Talent Acquisition, Learning & Development, Career Development, Succession Planning, and Performance Management areas, overseeing managers and individual contributors responsible for their successful operation.
• Drives innovation and solutions across these areas, ensuring alignment with organizational priorities.
• Develops and implements global talent acquisition strategies to attract and hire diverse, high-quality candidates.
• Oversees the recruitment process, including sourcing, interviewing, and selection, ensuring alignment with organizational goals and values.
• Oversees Executive Onboarding tools and processes, ensuring a best-in-class new leader experience through onboarding and assimilation activities for external hires and pipeline internal promotions.
• Designs and leads the implementation of comprehensive learning and development programs that address the needs of employees at all levels.
• Oversees the development and delivery of training programs, including leadership development, technical skills training, and soft skills development.
• Implements and manages a learning management system (LMS) to track and evaluate the effectiveness of training initiatives.
• Develops and implements career development frameworks and pathways to support employees’ growth and advancement within the organization.
• Provides guidance and tools for career planning and progression, including mentorship and coaching programs.
• Develops and implements succession planning strategies to ensure a robust pipeline of talent for key leadership and critical roles.
• Responsible for developing the strategy, designing the processes, managing projects, and ensuring stakeholder alignment for FHI 360’s enterprise-wide talent review and succession planning. This includes top leadership and critical roles, potentially involving CEO succession, as well as executive selection and onboarding.
• Aggregates talent data to identify nominees for High Potential development programs, assessment cohorts, and other developmental opportunities, ensuring high-potential employees have plans in place to prepare them for future leadership positions.
• Collaborates with senior leadership to assess and address succession risks and opportunities.
• Integrates DEI principles into all talent management strategies and practices to build a diverse and inclusive workforce.
• Collaborates with HR and leadership teams to develop initiatives that promote DEI throughout the talent management lifecycle.
• Embraces other duties as assigned, contributing to the team’s multifaceted and evolving responsibilities.

QUALIFICATIONS

Knowledge & Skills:

• Demonstrates strong strategic thinking and planning skills, aligning talent management strategies with organizational objectives.
• Extensive knowledge of HR best practices, regulatory requirements, and global trends in talent management.
• Proficiency in HRIS, LMS, and other talent management technologies enhances their ability to drive effective program implementation.
• Executive presence and influence capabilities.
• Strong analytical skills with the ability to interpret data and make data-driven decisions.
• In-depth knowledge of HR best practices, trends, and regulatory requirements in various countries.
• Commitment to the mission and values of the organization.
• High degree of integrity, professionalism, and confidentiality.
• Strategic thinker with a proactive approach to problem-solving.
• Ability to collaborate and get things done in a matrix organizational structure.
• Culturally sensitive with the ability to work effectively in a diverse, global environment.
• Strong grasp of how to coach a variety of high-potential and promotable individuals.
• Experience in coaching, consulting, or strategic business partnerships within HR.
• Experience in integrated talent acquisition, learning and development, career development, succession planning, and performance management programs.
• Track record of building and executing talent management strategies aligned with organizational priorities.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field, or its international equivalent.
• Minimum of 15 years of progressive HR experience with a focus on Talent Management, including at least 8 years in a leadership role within a global organization; or 12 years with a master’s degree; or 9 years with a PhD; or equivalent combination of relevant education and experience.
• Must have experience working globally, with a focus on projects in developing countries.

Preferred Qualifications:

• Master’s degree in a related field.
• Certifications such as SHRM-SCP, SPHR, or leadership assessments are preferred.
• Internal or external consulting experience.
• Experience in the non-profit or international development sector.
• We welcome candidates with other relevant certifications or their international equivalents.

go to method of application »

RESPONSIBILITIES / DUTIES

Complexity & Problem Solving:

• Develop and implement HR strategies that translate FHI 360’s organizational goals into actionable plans.
• Ensure the advancement of broader company strategies, ensuring HR initiatives align with long-term organizational objectives.
• Serve as a key advisor to the CPO, providing strategic insights and recommendations.
• Analyze organizational effectiveness, using complex data and insights, developing innovative methods and evaluation criteria.
• Lead global HR transformation initiatives, ensuring adherence to budgets and schedules.
• Generate creative solutions to complex HR challenges, contributing to the achievement of strategic goals.
• Promote and integrate DEI principles into all HR strategies and practices to build a diverse and inclusive workforce.
• Ensures the integration of Change Management principles into all HR strategies and practices.

Discretion & Impact:

• Exercise decision-making authority on HR strategies with significant long-term impacts on organizational outcomes.
• Influence strategic decisions affecting staff, operations, and compliance, with potential long-term impacts.
• Provide data-driven recommendations for continuous HR performance improvement, significantly impacting organizational effectiveness.
• Establish key HR metrics for HR organization effectiveness and utilize HR analytics to assess the effectiveness of HR strategies and initiatives. Regularly report on HR performance to the leadership team, making data-driven recommendations for continuous improvement.

Collaboration & Interaction:

• Collaborate extensively with senior management, including Groups, Regions, Functional Leaders, and HR Leadership.
• Partner with Centers of Excellence (COEs) and Operations leaders, aligning HR strategies with business needs.
• Communicate effectively with global stakeholders at all levels, integrating diverse perspectives to drive business results.
• Establish and nurture strong relationships with business leaders and HRBP’s to ensure HR strategies and initiatives are effectively integrated and aligned with business needs.
• Collaborate with global HR teams, senior leadership, and other key stakeholders to ensure alignment and support for HR initiatives.

Management & Supervision:

• Direct activities across multiple integrated departments through effective management, developing new methods and solving complex issues.
• Oversee a global team of HRBP’s, employee relations specialist, and project managers, ensuring their development, engagement, and alignment with strategic goals.
• Manage a portfolio of HR projects, providing executive updates, and ensuring compliance with employment laws, regulations, and best practices.
• Supports the establishment and execution of change management approach and tools for FHI 360.
• Lead, manage, mentor, and coach direct reports and their teams to meet company objectives, goals, and philosophies.
• Define and execute approach for maintaining and ensuring compliance with employment, safety, and other laws, regulations, and requirements.
• Define and execute approach to maintain knowledge of laws, regulations, and best practices in human resources.
• Embraces other duties as assigned, contributing to the team’s multifaceted and evolving responsibilities.

QUALIFICATIONS

Knowledge & Skills:

• Demonstrated expertise in strategic planning, HR strategy development, and stakeholder management.
• Strong strategic thinking and planning skills with a proven ability to develop and implement HR strategies that align with organizational goals.
• Strong collaborative skills, and the ability to manage key stakeholders, including executive level.
• Extensive experience in HR strategy, transformation programs, and HR business partnering.
• Deep experience in providing HR strategic advice to leadership.
• Excellent communication, interpersonal, and analytical skills.
• In-depth knowledge of HR best practices, global developments, trends, and regulatory requirements in various countries.
• Transformation and change management strategy, process, and leadership capabilities that enable the organization to move effectively through change, and to scale these capabilities.
• Strong analytical skills with the ability to interpret data and make data-driven decisions.
• Proficiency with HRIS and HR technologies.
• Commitment to the mission and values of the organization.
• High degree of integrity, professionalism, and confidentiality.
• Strategic thinker with a proactive approach to problem-solving.
• Culturally sensitive with the ability to work effectively in a diverse, global environment.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field, or its international equivalent.
• Minimum of 15 years of progressive HR experience, including 8 years in a strategic HR leadership role within a global organization; or 12 years with a master’s degree; or 9 years with a PhD; or equivalent combination of relevant education and experience.
• Must have experience working globally, with a focus on projects in developing countries.

Preferred Qualifications:

• Master’s degree in a related field.
• Relevant certifications PMP, SHRM-SCP, SPHR, Lean, Six-Sigma, or Workday HCM.
• Internal or external consulting experience.
• Experience in the non-profit or international development sector.
• We welcome candidates with other relevant certifications or their international equivalents.