Human Resources Business Partner

Results for Development (R4D) is a leading non-profit global development partner. We collaborate with change agents around the world — government officials, civil society leaders and social innovators — to create strong systems that support healthy, educated people. We help our partners move from knowing their goal to knowing how to reach it. We combine global expertise in health, education and nutrition with analytic rigor, practical support for decision-making and implementation and access to peer problem-solving networks. Together with our partners, we build self-sustaining systems that serve everyone and deliver lasting results. Then we share what we learn so others can achieve results for development, too.

We have a unique and vibrant culture at R4D. Diversity, equity and inclusion are at the heart of our work environment and help advance our mission. Diversity—of ideas, identities, perspectives and backgrounds—is vital to who we are and what we do. We seek people who embrace these values and will help reinforce them. Our work culture is collaborative, creative and entrepreneurial. We operate based on trust and respect. Teams across the organization frequently collaborate on programmatic work and support each other in continuously building a better R4D.

R4D seeks an exceptional Human Resources (HR) Business Partner to join our dynamic HR team to serve as a liaison and partner to designated program and operations teams while delivering on a full spectrum of HR services including but not limited to performance management, training and development, employee relations, benefits administration and compliance (domestic and international), compensation, safety and security, international HR operations, and onboarding and offboarding. In partnership with the Sr. HR Manager, theHR Business Partner will support the implementation of R4D’s People initiatives. As a member of the HR team, the HR Business Partner will partner with R4D Managers to build and nurture our diverse internal talent pool. The HR Business Partner will also be responsible for assisting with supporting critical initiatives, ensuring organizational compliance with state and federal regulations, and partnering with Recruitment on staffing and retention initiatives.

This position is based in Washington, DC and reports to the Sr. HR Manager.

Practice:

R4D works with change agents around the globe to create self-sustaining systems that support healthy, educated people. The Human Capital team helps realize this objective by fostering a worldwide environment that inspires excellence where initiative, inventiveness, and professional development are encouraged. 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, recognition and organizational culture; Taking what might be complicated 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; and Ensuring cross-organizational collaboration, shared success and joint action.

Responsibilities

HR Administration:

• Serves as a strategic business partner to managers and designated program teams to help solve complex organizational challenges through creative and people-centered solutions
• Monitors, reviews and update HR policies and ensuring these are in line with the current legislation
• Provides advice and consultation on interpretation of HR policies, procedures, guidelines, employment and labor laws respective to each country. May require advice and support from external counsel/experts for matters outside of the US
• Acts as an employee advocate and informs employees of their rights and entitlements and keep them up to date on any changes that are made
• Manages staff relationships, responds to any queries or problems that they have and manage their expectations
• Supports the Sr. HR Manager with the scoping of projects, identification of project owners, documentation of project plans and the establishment of project teams
• Contributes to the roll-out of projects; monitors progress and facilitates aspects of implementation as assigned
• Supports coordination of HR benchmarking activities, collation of data, accurate and timely submissions
• Contributes to the audit of HR policies, procedures, and forms and identify key areas for core process improvement
• Contributes to the development of metrics for core HR processes, performance measurement and the administration of surveys to obtain feedback as required

Employee Relations – People and Culture:

• Builds collaborative relationships and works as a strategic business partner with programs, departments, leadership, internal and external partners/vendors within a complex global environment
• Provide counsel, service and support to managers and employees with a focus on assuring positive interpersonal and professional relationships.
• Handles employee relations issues with hands-on responsibility for investigations, analysis, documentation and providing recommendation and resolutions. Works closely the Sr. HR Manager to achieve resolution and provide updates.
• Provides support in the following areas: performance management, coaching, people metrics, compensation, training and development, recognition and engagement programs. Support employee onboarding and offboarding.
• Recommends and collaborate with employees to implement new and creative people-related initiatives.
• Integrate and partner with hiring managers and the recruitment team on the employment process, involving staffing requirements for open positions
• Supports employee engagement and satisfaction via feedback mechanisms such as climate surveys, upward feedback tools, and focus groups.
• Uses an approachable and collaborative demeanor to demonstrate the organization’s genuine goal to put people first and reinforce a clear, collaborative and transparent approach to decision making and problem solving.
• Researches pioneering and progressive policies and procedures that meet our employees’ needs and promote our innovative and progressive culture.

Training and Development/Performance Management:

• Serves as a trusted resource for employees and managers, supports managers in building strong, successful, inclusive teams and in identifying and motivating high performers, navigating difficult conversations etc.
• Support the execution of organization wide training and initiatives utilizing external and internal resources
• Support a performance management approach that encourages regular feedback and career development

Compensation and Benefits:

• Supports the administration of the spot bonus and rewards program
• Participates in the internal equity review of staff salaries with other members of the HR team
• Supports the administration of all staff pay actions
• Supports the administration and compliance of the company health insurance, retirement, and other benefits programs
• Supports open enrollment process and participate in presenting benefits information and communications to staff.
• Supports administration of attractive allowances and benefits plan for country office-based employees that reflect national operating contexts and organizational needs
• Supports the implementation of additional benefits and wellness initiatives to support and nurture our employees within the financial parameters of the organization.

HR Technology/Process/Policy:

• Evaluates HR processes to assess efficiency and recommend automation where appropriate and recommend process/customer service opportunities and innovative solutions.
• Maintains a working knowledge of federal and state laws and regulations, advises and makes recommendations of any changes affecting policies, procedures, postings, and handbook
• Prepares reports by collecting, analyzing, and summarizing HR data/metrics and providing insights and recommendations based on trends.

International HR Operations:

• Support the implementation of international staff policies and practices; recommends policy improvements as needed.
• Ensures engagement and connection between HQ operations and staff living and working internationally.

Other:

• Participates fully as a member of R4D by contributing, assisting and participating in projects, activities, and initiatives as requested by management.

Qualifications

• • Bachelor’s Degree in HR, Business or related field.
    – Minimum 4 of experience
    – PHR or SHRM-CP Certification desired
    – Experience working within a global nongovernmental organization providing HR products, services and solutions preferred.
    – Previous experience providing HR business partner or HR generalist support to units within an international organization preferred
    – Ability to handle multiple tasks simultaneously while maintaining confidentiality and following policies and procedures
    – Must be able to successfully work within a highly collaborative team
    – Must be able to think and act strategically, willing to “roll up sleeves” and support all HR functions as needed, and develop pragmatic solutions to complex problems
    – Strong communication (verbal and written) and interpersonal skills with exceptional attention to detail and multitasking skills with the ability to efficiently switch between tasks/assignments seamlessly
    – Demonstrated proficiency in written and oral communications as well as knowledge of various software programs including but not limited to Microsoft Word, Excel, PowerPoint, Access and Outlook.
    – Knowledge of employment law, employee relations, benefits, compensation, performance management, and training and development.