Manager, Rewards and Staff Relations – GL E

The Manager Rewards and Staff relations provides oversights with respects to, and leads on, the design, development and management of the Employee and Reward frameworks that enable effectiveness of the Global Fund by providing coordination, provision and oversight and expert advice.

Reporting to the CHRO and part of the HR Leadership Team, the Manager is responsible for managing a team within the pillar of the Community of Expertise of HR Specialists based on the HR Service Delivery Model, with a focus on Compensation & Benefits, Employee Relations, HR Policies & procedures. Together with the rest of the HR Management Team they will support the CHRO with the definition and the implementation of the Global Fund People and Organization Ambition and support its implementation through their part of the Communities of Expertise pillar (Compensation, Reward & Benefits, Employee Relations, HR Policies) in order to support the enhancement of the Global Fund organization and its people. They will also be the main point of contact with the Staff Council.

They will look after the design of the key initiatives in their area of expertise and manage the day-to-day operations, decisions, Ad-hoc requests and projects and continuous improvement of their HR specialisms. They will oversee the development, maintenance and continuous improvement of the processes linked to Compensation, Benefits, Employee Relations, HR Policies and Procedures and organization design & initiatives (such as Future of Work).

The Manager Rewards and Staff Relations will be a leader in the HR Department and provide essential support to the Chief Human Resource Officer, actively mentoring and coaching other member of the department, and will demonstrate strategic thinking in the anticipation, mitigation and resolution of issues across their responsibilities, and more general to the HR Department overall mandate.

The Manager Rewards and Staff Relations leads in providing expert guidance or advice, recommendations, and solutions to complex Employee Relations, and HR policy matters, including through close collaboration with the Legal and Governance Department, MEC-level and other senior management, as well as with other key external stakeholders, including Lawyers, Investigators and Strategy Consultants on strategic issues.

Based on organizational needs and HR best practices, they will bring very strong expertise, leadership and cohesion within the team of specialists comprised of Compensation & Benefits, Employee Relations, HR Policies and Procedures, Organizational Design & Initiatives.

The Incumbent will be working in close collaboration with the Manager, HR Business Partnering, the Manager, HROS, Manager, Culture, Talent & Development & DEI and the Specialist PMO & Advisory & Change and their respective teams.

Key Responsibilities

Under the supervision of the CHRO, they will:

• Oversee and ensure deep subject matter expertise is provided to the Organization in strategy and process design and delivery regarding the key HR processes of Compensation, Benefits, Employee Relations, Future of Work) related and policies and procedures activities;
• Effectively manage a team consisting of but not limited to Specialists, Associate Specialists, Coordinators and consultant and continuously develop the skills of the Specialists for the delivery of timely, high-quality expert activities;
• Ensure proper project and change management of any initiatives in Compensation, Benefits, Employee Relations, Policies & Procedures. In addition, there will be ad hoc Organizational projects from small to large scale, such as Future of Work;
• Oversight and management of the day-to-day decisions with respect to Compensation, Benefits, Employee Relations, HR Policies/Procedures, Future of Work, related policies and procedures;
• Some examples of these day-to-day final decisions will include: annual reward reviews, formal investigation recommendations, disciplinary recommendations, mediation programs, policy interpretations and employee relations issues; final review of Separation agreements, approval of GFPF payments.
• Manage key Compensation & Benefits decisions such as reviewing and approving decisions with respect to the salary management guidelines, managing the annual reward review process and approving recommendations on how to implement rewards/compensation and benefit programs;
• Manage Employee Relations issues with respect to items coming forward from the Swiss Mission. This includes being the focal point for the HR Department with the Swiss Mission with respect to Employee Relations issues;
• Lead and manage the relationship with the Staff Council. This includes being the focal point for meetings, discussions, managing the obligations the Organization has towards the Staff Council, keeping the CHRO updated on issues brought forward from the Staff Council and updating the Management Executive Team as required;
• Work in close collaboration with the Manager, Culture, Talent & Development & DEI to ensure that programs being developed in that team (i.e. leadership talent, performance and development programs, DEI programs/projects, wellbeing initiatives and other day to day initiatives) are closely aligned with the overall Global Fund and HR Strategy with respects to delivery, timing of delivery, and interdependencies;
• Manage the relationship with key external vendors with respect to issues relating to Employee Relations, Compensation, Benefits & Healthcare, with a specific focus on major vendor relationships such as insurance providers (mentioned but not limited to) for health and Accident, Invalidity, Death & Dismemberment cover, Occupational Health Care providers (Medical clinics, Hospitals, and others as necessary), Pension plan administrators, Pension plan advisors and tax advisors. This also encompasses overseeing the Request for Proposal processes, negotiations, managing ongoing vendor relationships, developments, changes to processes and staff communications as needed.
• Oversee relationships by managing contracts, ensuring operational effectiveness, and overseeing policy implementation from end to end using project and change management methodologies.
• Handle contract renewals (including Request for Proposal), and negotiating costs to optimize value.
• Actively engage with vendors on ongoing developments, addressing efficiencies, and ensuring adherence to Service Level Agreements (SLAs).
• Manage a budget of circa CHF 25 million in total for Compensation, Benefits & Healthcare, ensuring effective allocation and utilization of resources.
• Develop, manage and approve an operating budget.
• Work in close collaboration with HR Operational Services, HR PMO and HR BPs to ensure effective roll-out and implementation of HR process activities;
• Work closely with the HR Business Partners and HR Operational Services to plan robust and effective process improvements for all HR initiatives, policies and processes;
• Provide expertise in developing and implementing organizational change strategies and in improving organizational performance, working closely with the HR Management Team and the CHRO;
• Work closely with HROS to enhance, streamline and optimize key HR processes within these specific areas of Expertise based on the business needs, including the automation and systematization of the HR processes. They will ensure the right KPIs are set for each of the above-mentioned processes and initiatives to enhance organizational performance and provide a positive experience to staff members and monitor them.
• Work in close collaboration with the legal department to ensure; consistency amongst Requests for Resolution responses, Appeal Board recommendations and in preparing briefs for the International Labour Organization Administrative Tribunal; ensure that our policies and procedures are compliant within the legal framework of the Global Fund and identify updates as needed; identify and plan key initiatives that have a legal impact on the Organization and staff.
• Ensure the smooth implementation of the relevant parts of People Strategy and the design of key initiatives linked to the next People Strategic objectives through proper scoping, stakeholder management, project and change management e.g. Organizational Culture, Strategic Workforce Planning, Organizational Development and;
• Bring subject-matter expertise in the respective area’s and ensure lessons learnt, based on reports, statistics/ data and organizational insights are mainstreamed and continuous improvement takes place following each process cycle;
• Collaborate with HR Business Partners on educating managers and staff on all relevant HR CoE pillar-specific processes and policies
• Ensure there is a focus on simple, engaging and employee focused communication for programs but also for day-to-day tasks & processes. To ensure our employees understand the principles, outcomes and fairness of process. And also, where relevant how the different initiatives fit within the broader Organization and People strategy and/or relevant broader initiatives.
• Provide a positive experience to staff members and monitor them.
• Work in close collaboration with the legal department to ensure; consistency amongst Requests for Resolution responses, Appeal Board recommendations and in preparing briefs for the International Labour Organization Administrative Tribunal; ensure that our policies and procedures are compliant within the legal framework of the Global Fund and identify updates as needed; identify and plan key initiatives that have a legal impact on the Organization and staff.
• Ensure the smooth implementation of the relevant parts of People Strategy and the design of key initiatives linked to the next People Strategic objectives through proper scoping, stakeholder management, project and change management e.g. Organizational Culture, Strategic Workforce Planning, Organizational Development and;
• Bring subject-matter expertise in the respective area’s and ensure lessons learnt, based on reports, statistics/ data and organizational insights are mainstreamed and continuous improvement takes place following each process cycle;
• Collaborate with HR Business Partners on educating managers and staff on all relevant HR CoE pillar-specific processes and policies
• Ensure there is a focus on simple, engaging and employee focused communication for programs but also for day-to-day tasks & processes. To ensure our employees understand the principles, outcomes and fairness of process. And also, where relevant how the different initiatives fit within the broader Organization and People strategy and/or relevant broader initiatives.

As a member of the HR Management Team, the incumbent will:

• Contribute to the design and roll-out to their part of the next people strategy, anticipate corporate HR issues at the horizon and proactively resolve problems as they arise;
• Contribute to developing the Department’s goals and achieving them;
• Ensure coherence and effectiveness of their part of the HR function
• Foster an environment of strong collaboration and inclusion amongst the 3 pillars of the HR Operating model in close collaboration with other HRMT members;
• Contribute to developing a culture in the HR team that emphasizes psychological safety, proactivity, quality, continuous improvement, and high performance;
• Support the CHRO on corporate responsibilities, as required;

As a member of the larger HR Team, the incumbent will:

• Demonstrate a high level of confidentiality, integrity and professionalism at all times;
• Ensure excellent collaboration with colleagues in the HR Department and beyond;
• Undertake any other duties as directed by the CHRO.

Subject to change by the Executive Director at any time at their sole discretion.

Qualifications

Essential:

• Academic background at Master’s or Doctoral level in Human Resources Management, Organizational Development, Organizational Behavior, or related disciplines, with at least 10 years of relevant experience, or equivalent combination of education and experience.

Desirable:

• Certification in, Compensation, Benefits & Wellbeing, Employee Engagement & Recognition, Employee Relations, Diversity and Inclusion, Workforce Planning, Organizational change management, Organizational Effectiveness/Organizational Development (OE/OD) related and policies and procedures activities.
• Strong finance acumen, ideally with a certification
• Workday certification
• Certification in Project and Change management.

Experience

• At least 10 years of experience in at least three different HR subject matter expert roles (ideally, Reward & Benefits, Employee Relations and Workforce Planning and Organizational design & effectiveness
• Excellent people management capabilities demonstrated through managing diverse teams;
• Demonstrated ability to think strategically; to see ahead, anticipate future challenges, integrate and translate potential into reality
• Demonstrated ability to engineer design; turns insights into balanced solutions that are desirable, feasible and viable
• Broad HR network: ability to leverage and contribute to external organizations and sources of information
• Previous experience in managing HR Operations;
• Track record in successfully implementing projects and processes at an organizational level through effective change management; and proven results on improving business performance through managing people performance and talent;
• Demonstrated mastery of human resources, with special emphasis on, Compensation, Benefits, Wellbeing, Employee Engagement & Recognition, Employee Relations, Diversity, Equity and Inclusion, Engagement,, Organizational change management, Organizational Effectiveness/Organizational Development (OE/OD) related and policies and procedures activities;
• Demonstrated success / strong interest in leveraging technology;
• Experience with Workday a plus;
• Demonstrated strategic planning capabilities and ability to successfully operationalize strategies and collaborate with others through implementation;
• Understanding of specific business challenges and operations of the Global Fund and strong interest for its mission;
• Proven management consulting, project / change management and process facilitation skills at all levels, with a focus on Management levels;
• Strong communication and facilitation skills in regards to employees, leaders and IR partners.
• Has worked within and across organizational Divisions/ Departments in a supportive and collaborative manner;
• Demonstrates confidentiality, integrity and professional judgment and credibility;
• Excellent oral and written communications skills; professionally assertive with ability to influence without formal authority;
• Proven strong diplomatic skills;
• Strong presentation, collaboration and stakeholder management skills;
• Strong political awareness.

Competencies

Languages:

An excellent knowledge of English and preferably a good working knowledge of French or one of the following: Arabic, Chinese, Russian, and Spanish. Knowledge of other languages would be an asset.

Job Family Functional Competencies:

• Operational Policy – Level 3
• Business – Level 2
• Human Resources – Level 3
• Multicultural – Level 2

Role Specific Functional Competencies:

• Strategic agility
• People Leadership
• Policy Acumen
• Compensation & Benefits, Recognition,
• Employee Relations,
• Legal Acumen,
• Negotiation
• Diversity Equity and Inclusion (asset)
• Engagement (asset)
• Talent Acquisition (asset)
• Organizational change management (asset)
• Organizational Effectiveness and Development (asset)
• Design engineering (asset)
• Investigative
• Root cause analysis
• Systems thinking and application
• Process integration
• Analytical Decision Making
• Project Management
• Managing Organizational Change
• Staff Development and Performance
• Emotional intelligence

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Explore our vacancies and apply on the Global Fund Careers recruitment system.

More information on working at the Global Fund is available on the Careers section of our main website.

Job Posting End Date

28 January 2024