Senior HR Partner & Senior Manager, International HR

Overview

NRDC is a non-profit environmental advocacy organization. We use law, science, and the support of 3.1 million members and online activists to protect the planet's wildlife and wild places and to ensure the rights of all people to clean air, clean water, and healthy communities. NRDC was founded in 1970 and our people helped write some of America's bedrock environmental laws, including the Clean Water Act and many of the implementing regulations. Today, our team of more than 700 lawyers, scientists, economists, policy advocates, communications experts, and others work across the United States and the globe from our offices in Beijing; Chicago; New Delhi; New York; San Francisco; Santa Monica; and Washington, D.C. 

 

NRDC is seeking an Senior HR Partner & Senior Manager, International HR to work with the People team  in our Washington, D.C. office. 

POSITION SUMMARY  

NRDC is hiring a Sr. HR Partner & Sr. Manager, International HR to serve as a strategic partner, providing comprehensive HR support and partnership to NRDC’s senior leadership teams, with a particular focus on International, India, and China. This role will collaborate closely with leadership, ensuring HR strategies, policies, and programs are effectively implemented and aligned with organizational goals, local regulations, and cultural context. The ideal candidate will be an experienced HR professional with a strong background in international HR management, employee relations, and cross-cultural communication. 

 

The Sr. HR Partner & Sr. Manager, International HR (will carry out responsibilities in several functional areas of HR, including workforce planning, organizational design, talent management, employee relations, and policy interpretation / application. This role will also collaborate with other HR People SMEs in areas of talent acquisition, talent management, labor relations, communications, and compensation to customize HR solutions to meet client needs.

Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the following essential functions: 

 

Supervisory Responsibilities: 

• Manage, mentor, or coach local HR team in India and China. Provide regular individual coaching, feedback, and development while fostering team cohesion. 
• Oversee the daily workflow of the department. 
• Set objectives, develop KPIs and evaluate team performance. 

Responsibilities: 

• Serve as a strategic and trusted advisor to International, India, and China leadership and staff, providing guidance on initiatives such as HR strategy, workforce planning, talent management, labor relations, and organizational development. 
• Serve as a strategic and trusted advisor to US based clientele including but not limited to our employee group in our executive office, office of strategy and results, and green finance and economic development 
• Lead and partner HR activities for China and India teams, ensuring compliance with local labor laws, regulations, and best practices. 
• Develop, adopt, and implement HR policies and procedures that reflect local office requirement (India & China) and organizational values. 
• Assist in union negotiation processes, including gathering data, drafting proposals, coordinating cross-functional input, and supporting leadership during collective bargaining discussions. 
• Manage complex employee relations matters, including conflict resolution, performance management, investigations, and disciplinary actions, ensuring fair and consistent application of policies. 
• Identify training and development needs for client groups and individual leaders; partner with Talent Management SMEs to develop, implement, and measure solutions aligned with the organization’s objectives.  
• Provide day-to-day performance management guidance to managers, including coaching, mentoring, counseling, career development, and disciplinary actions.  
• Leads and/or supports rollout of annual HR cycle deliverables within client groups, including performance management, goal setting, and annual recognition. 
• Collaborates with clients to understand their needs and partners with other HR SME’s including Talent Management, Talent Acquisition, Analytics, Compensation, Communication, HR Ops, and ODEI to customize solutions. 
• Leads or serves as a key contributor to organization-wide HR projects, including proactive, comprehensive project and stakeholder management. 
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees in U.S., China, and India to reduce legal risks and ensur