Advisor II – Regional Experience, Coordination and Learning

About CRS

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding.

Background

As a global organization, that has grown significantly in size over the past decade, CRS is now comprised of almost 7,000 people from over 100 countries in seven (7) regions who collaborate to catalyze transformational change. Four Strategic Approaches that will enable the agency to achieve the Vision 2030 Strategy have been identified. One key Strategic Approach is to build a more agile, innovative, and impactful organization. The Global Employee Experience Center of Excellence (CoE) within the Global People Resources (GPR) team is integral to shaping this more agile, innovative and impactful agency. The Employee Experience CoE aims to understand and improve how staff experience their journey with CRS and create a consistent, positive, high-quality, experience of Global People Resources/HR service and support for every employee in each location.

Job Summary:

The Advisor II plays a key role in ensuring the consistent, high-quality implementation of CRS’ Global People Resources /HR (GPR) programs and approaches globally. Your meaningfully contributions to effectively operationalizing GPR initiatives and strategies in Country Programs (CPs), will support our colleagues as collectively we work to support CRS mission. You will facilitate learning and feedback between Country Program (CP) and Regional users of GPR tools and guidance and the respective GPR Centers of Excellence (CoE) that develop these approaches. You will support effective coordination of roll-outs and information requests from CoEs to Regions and CPs. Under the leadership of the GPR Regional Experience Director, and in coordination with Regional People Officers (RPOs), HR Regional Advisors and Deputy Regional Directors (DRDs), you will provide targeted HR support to CPs and Regions, in-person or remote, to fill identified gaps, advance capacity-strengthening efforts, or meet emerging and/or elevated needs.

Roles and Key Responsibilities:

• Liaise with CoEs and regions to inform and support the delivery and sequencing of GPR CoE information requests and rollouts for regions and region’s timely, thorough responses.
• Periodically coordinate the reciprocation of region and GPR priorities: quarterly and annual.
• Continually review and recommend on how GPR and regions may achieve greater alignment.

• Coordinate the GPR Community of Practice, connecting HR professionals across all locations for updates, sharing of best practices, HR standards, processes, etc.

• Solicit CP/regional feedback regarding GPR/HR tools, policies, approaches, resources and new initiatives and share CP/regional assessments with CoEs in order to develop/strengthen GPR resources, policies, and initiatives

• Capture feedback users of GPR tools and resources, including alternations unique to a specific location, and share with CoEs to foster continuous improvement and ensure GPR awareness of adaptations required for particular contexts.

• Deliver practical hands-on support, technical trainings, and/or management of special projects. Areas of support may include to recruitment, performance management, talent development, employee relations, staff engagement, staff care and wellbeing, workforce development, Respect, Equity, Diversity and Inclusion (REDI), total rewards/compensation and benefits, and orientation/onboarding. HR support may be offered in-person or remotely.

• Provide temporary coverage for Country Program or regional HR positions, as needed.

Qualifications

Basic Qualifications

• Bachelor’s degree in HR Management, Business Administration or Organizational Development or equivalent experience.
• Minimum of five years work experience in HR, with at least three with an international organization, with strong knowledge of HR best practices and standards. Additional education may substitute for some experience.

Required Languages – English. French, Arabic and/or Spanish is a plus.

Travel – Must be willing and able to travel up to 45% internationally.

Knowledge, Skills and Abilities

• Strong collaborator with effective interpersonal and analytical skills who can work seamlessly across countries and cultures required.
• Broad knowledge and experience in employment laws in a region in which CRS works, employee relations, staff engagement, total rewards/compensation and benefits, talent acquisition, HR Audits, and training and development
• Effective and flexible communication skills
• Excellent relationship management skills with ability to influence and get buy-in from colleagues outside of one’s direct supervision

Preferred Qualifications

• Knowledge of context of a country in which CRS has a presence, strongly preferred
• Experience implementing and supporting diversity, equity and inclusion (DEI) in the workplace
• Experience with and demonstrated ability to analyze, interpret and advise on employment laws, regulations, policies, principles, concepts, and practices for various countries.
• Experience in HR project management and change management.
• Experience using a Human Resources Information System (HRIS), i.e. Oracle or PeopleSoft.
• Demonstrated success in supporting senior management and building strong, trusted relationships.
• Excellent management and leadership skills including coaching, mentoring, performance management and delivering training to individuals and groups.
• Demonstrated success as an HR professional in humanitarian sector, emergency response, conflict zones.
• Master’s degree strongly preferred.

Agency-wide Competencies (for all CRS Staff)

These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.

• Integrity
• Continuous Improvement & Innovation
• Builds Relationships
• Develops Talent
• Strategic Mindset
• Accountability & Stewardship

Supervisory Responsibilities: None

Key Working Relationships:

Internal

Country Program Teams: Country Representatives, Senior Management Teams, in-country HR staff

Regional Team: Regional Leadership team, Regional People Officers (RPO), Technical Advisors (TA) for HR

HR, Centers of Excellence; Human Resources Business Partners (HRBPs), Safeguarding, GPR Community of Practice

External

International Non-governmental Organization (INGO) counterparts; HR associations and networks

*Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need. CRS’ processes and policies reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.

CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

CRS is an Equal Opportunity Employer