Director, Inclusion & Engagement

Global Communities works at the intersection of humanitarian assistance, sustainable development and financial inclusion to save lives, advance equity and secure strong futures. We support communities at the forefront of their own development in more than 35 countries, partnering with local leaders, governments, civil society and the private sector to achieve a shared vision of a more just, prosperous and equitable global community.

Global Communities is seeking a Director, Inclusion & Engagement to join the People & Culture (P&C) team at the headquarters in downtown Silver Spring, Maryland. This position is eligible for a hybrid remote work arrangement.

The Director, Inclusion & Engagement leads the organization’s DEI through supportive people policies and practices; and employee engagement efforts, including performance planning and management and culture transformation. S/he also provides support and advisory services to global departments in all matters relating to the organization’s global people operations, including employee relations, global people policies, labor law, and performance management. S/he uses an innovative and inclusive approach, enjoys building relationships and serves as a trusted advisor to a diverse set of stakeholders. The position reports to the VP, DEI & Chief People Officer.

NOTE:

As an organization working to advance public health, Global Communities has an obligation to model best practices and to do all we can to protect each other, our partners and the communities where we work. To ensure the continuity and effectiveness of our business operations, Global Communities is adopting a policy to safeguard the health of our visitors, employees, families, and the larger global community from COVID-19. Effective January 3, 2022, all U.S.-based Global Communities employees are required to provide proof of having received full dosage of COVID-19 vaccine that is FDA approved, approved for emergency use authorization, or have an approved medical or religious exemption on file with Global Communities, as a condition of employment.

Responsibilities

Responsibility Area: Integrating DEI

• Implement the DEI framework created as a key part of organization’s strategic plan.
• Establish annual DEI workplan and goals for the inclusion of and advancement of the DEI agenda throughout the organization, and create accountability measures, and metrics to ensure these goals are met; this includes benchmarking, analyzing data, tracking and communicating metrics to all staff.
• Ensure a focus of DEI into all phases of the employee experience globally including talent acquisition, onboarding, learning and development, performance and compensation management, and offboarding.
• Design and implement intentional development and retention programs for employees, with a targeted focus on staff from marginalized groups.
• Identify strategies to achieve US Affirmative Action Program goals.
• Manage and respond to requests for support from global staff on DEI matters; advise global HR Business Partners on DEI related issues and concerns.
• Conduct organization-wide DEI audits and surveys to further review processes and make recommended enhancements; identify the unique DEI needs and improvements in individual countries.
• Support the establishment of Employee Resource Groups and serve as an ally and resource in coordinating these among staff.
• Collaborate with staff leading internal and external communications to embed DEI into messaging in both internal and external facing communications and platforms.
• Establish active and current DEI content accessible to staff via internal and external platforms, including resources, tools, and best practices.
• Identify and manage external consultants to advance DEI goals, as needed and within budget
• Identify, build, and sustain global strategic partnerships with community and diversity (HBCUs, diversity-focused organizations, etc.).
• Develop and create overall organization DEI training plans and curriculum for all countries

Responsibility Area: Employee Engagement

• Directs the selection, design and implementation of employee engagement programs geared to attract and retain employees globally.
• Develop and improve design, manage programs, and monitor success of programs such as employee recognition, health wellness, financial wellness and other activities creating an engaging workplace environment to support employees.
• Identify and implement metrics to measure performance in assigned areas and develop action plans and objectives to continuously foster engagement.
• Partner with global HR leads to develop key initiatives to promote and achieve employee engagement.
• Develop and execute annual budgets and proposals, timelines and creative design to increase employee engagement and to sustain the employee culture.
• Participate and lead the design of employee surveys and support the internal communications efforts in communicating the results to key stakeholders in a timely fashion.
• Act as the liaison to gather and create global options that can be regionalized and localized to ensure positive local engagement with consistent measurement metric.
• Review, analyze and assesses program utilization, employee feedback, competitive landscape for competitive offerings within our industry, and workforce productivity to ensure that cost-effective mix of programs is offered.
• Review data to support business initiatives through HR leads across the globe, surveys, one-on-one interviews, and other methodologies; evaluate and apply the data to support decisions.
• Collaborate with and build relationships across the organization.

Responsibility Area: Performance Planning & Management

• Leverage Global Communities business strategy and culture to design, build and operate the performance management philosophy and program that ensures sustained maximum results including goals, planning, feedback, and assessment in a combined hybrid and fully remote work environment.
• Partner with business leaders to define and establish a long-term talent planning strategy that identifies critical roles, top talent, talent gaps, and a strategy to bridge talent gaps.
• Design and operate change management, training and communications that drive adoption of performance and assessment programming.
• Synthesize outcomes from review and assessment of programs and provide inputs into learning and leadership development programming.
• Partner with stakeholders across the organization to identify, deploy, and operate the tools and technology that enable performance and assessment.
• Design and build an integrated approach to performance including programs that reward impact and incentivize high performance.
• Identify trends in performance data and make recommendations for action, including low performance management.

Responsibility Area: HQ Business Partner

• Counsel managers on how to constructively engage employees to resolve employee relations issues; moderate escalated employee/manager situations, and participate in conflict resolution.
• Consult Legal Department when employment and other situations suggest legal risk.
• Coach and guide managers to ensure talent acquisition, management, and development efforts support employees’ abilities to maximize their contributions to meet Global Communities’ strategic objectives.
• Partner with the legal team to investigate any business ethics/whistleblower/labor law compliance issues in US domestic programs and assigned HQ teams.
• Deliver HR management and support to US domestic program teams.

Other:

• Keep abreast of U.S. federal, state, and local employment/labor laws; remain current with new and anticipated legislation which may impact organizational objectives.
• Prepare and facilitate presentations and training sessions on various HR topics.
• Work closely with People & Culture team on new program, policy, and process rollouts.
• Help develop global People & Culture strategy and communications.
• Other duties as assigned.

POSITION SPECIAL RESPONSIBILITIES:

• Up to 15% domestic travel
• Less than 10% international travel
• Supervises one to three positions
• Promote a culture of excellence, inclusion, learning, support, diversity and innovation

Knowledge, Skills and Abilities

• Experience working with organizational leaders to set a vision around DEI, culture and engagement activities
• Demonstrated success in seeking understanding of others’ perspectives and to building relationships through collaboration; proven record of being open, responsive and approachable
• Ability to lead with inquiry, to anticipate questions and to be open to feedback from others
• Ability to communicate and present ideas with clarity and within the context of a larger vision
• Experience in bringing a vision to life through strong project management, implementation and communication skills
• Ability to be flexible and reassess project requirements to ensure a project’s ultimate success
• Ability to take initiative, be proactive and always remain solution-oriented
• Ability to act decisively, to use data to drive decision-making and to know when to seek guidance
• Adept at navigating and resolving difficult employee situations
• Deep understanding of U.S. employment/labor laws
• Strong communication skills, both written and verbal
• Track record of integrity, discretion and ethical behavior in all work situations, with a strong understanding and respect for keeping confidences with matters relating to people

Qualifications

• Undergraduate degree in a related discipline and a minimum of eight years of related work experience or a minimum of 12 years of related work experience.
• Must have progressively responsible experience across HR disciplines with an expertise in DEI and employee engagement.
• Experience working for an international NGO a plus.
• A passion for the mission and values of Global Communities.
• Must have U.S. Work Authorization.

Preferred Qualifications

• DEI Certification
• HR Certification, SPHR, SHRM-SCP, GPHR
• Language skills preferred, e.g. Spanish, French, Arabic

Salary Range: $112K – $168K. Salary offers are contingent on various factors including experience, qualifications, location, internal equity, and budget.