Deputy Director, Global HR Systems & Compliance

Job Summary

Every employee of IRI is responsible for carrying out the Mission of IRI and demonstrating the Core Values in their day-to-day operations. The Core Values, which are IRI’s foundational building blocks include:

Excellence – We believe in quality results delivered by investing in people.

Freedom – We believe in exploration and experimentation to be agile and responsive.

Respect – We believe in trust, empathy and empowering people.

Teamwork – We believe in diversity, inclusion and the power of global collaboration.

Transparency – We believe in open communication and clear decision-making.

Accountability – We believe in personal responsibility as the foundation of success.

The Deputy Director, Global HR Systems & Compliance (Systems) will implement and assist in the development of IRI’s people strategy through the successful implementation of HR Systems related processes. The Deputy/Systems will oversee a high performing team and work to build out and further deliver IRI’s mission through engagement of data and systems that will enhance HR services across the Institute We are seeking an individual who is analytical, innovative and able to build relationships with staff at all levels.

This position is eligible for a flexible/hybrid work arrangement with a preference for an individual based in the Washington, DC metro area. Remote work will be considered for this role.

Position Requirements

• A minimum of eight years of progressive HR experience in a mid-sized international organization.
• An informed perspective on people and human resources service delivery in a (post) Pandemic environment and workforce.
• A systems thinking approach to organizational development as demonstrated through oversight, expertise of similar functions in previous roles.
• Knowledge of state and federal laws including ADA, EEO, FMLA, Title VII, wage and hour laws, benefits; solid understanding of human resources policies and practices.
• An ability to communicate effectively both verbally and in writing. Comfortable with using mixed methods (Teams, Face to Face, Email) to deliver and engage a global staff audience.
• Demonstrated presentation skills with the ability to receive, process and present information diverse audiences while maintaining effective collaborative relationships.
• Ability to manage deadlines, work independently, prioritize workload and multi-task in fast-paced environment.
• Demonstrated ability to perform detail-oriented work with a high level of accuracy.
• Proven experience managing and leading staff along with the ability to manage and interact with staff at all levels in a professional and team focused environment.
• Demonstrated record of integrity, discretion and ethical behavior in all work situations
• Experience and competency in HRIS a must, preferred experience in UKG; proficient in MS Office Suite (Word, Excel, PowerPoint).

Primary Functions & Responsibilities

HR Operations & Strategy

• Assists the Senior Director of Human Resources in managing IRI’s people and talent strategies.
• Oversees IRI’s processes related to successful delivery of HR systems including Benefits, Payroll, HRIS, Compliance for DC/HQ, Expatriate and Local National staff.
• Develop and recommend process improvement initiatives to enhance internal staff support and maximize the effectiveness of IRI’s internal HR operations.
• Develops and proposes improvement to policies, programs and procedures to improve the effectiveness of HR Systems and Operations.

Systems Management (Payroll, HRIS and Data Management)

• Through collaborative, consultative guidance and supervision, will oversee the successful delivery of multi-state, Expatriate international payroll.
• Will oversee HR technologies and data integrity for all HR and Payroll related systems.
• Will serve as a subject matter expert and identify opportunities to analyze data for metrics and identify mechanisms to translate data into action across the Institute.
• Work with teams across Global Human Resources to ensure that processes are delivering desired results championing a culture of continuous process improvement.

Employee Compliance

• Manages and oversees HR Compliance function in an effort to ensure federal, state and compliance requirements with local statues are identified and incorporated into HR business practices.
• Compiles all compliance and mandated reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), Employee Retirement Income Security Act (ERISA), and the Department of Labor
• Supports internal audits related to I-9 and other compliance related audits.
• Ensures all personnel records are maintained as per internal and legal requirements.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees in an effort to manage risk and ensure regulatory compliance.
• Will provide support and oversee the Employer of Record process and procedures across the Institute.

Benefits & Well-Being

• Through guidance and supervision, will oversee the delivery of a comprehensive, compliant and creative Benefits and Well-Being function. This includes ensuring compliance and related oversight on related retirement related activities.

Employee Culture & Engagement

• Serves as cultural steward in an effort to promote best in class workplace practices focused on furthering IRI’s mission and values-based culture.
• Serves as primary point of contact and supports IRI’s annual Workplace Engagement Survey.
• With a focus on data efficiency and translating data into action, will work collaboratively to identify opportunities for cultural improvement by engaging stakeholders on a variety of issues aimed at enhancing employee workplace satisfaction and overall employee experience.

Employee Performance Appraisals

• Plan, implement and manages the Institute’s annual performance appraisal process through effective system implementation via an HRIS system. This implementation will ensure a timely and meaningful performance management.
• Provides specific support to compensation related functions that may result from annual performance appraisals.

Other

• Will work collaboratively with team (Global HR Operations, etc.) to ensure effectively deliver of related service and people focused HR programs.
• Supports compensation processes and participates in salary surveys.