Director, Talent Acquisition and Rewards

Company Description

Oxfam is a global organization that fights inequality to end poverty and injustice. We offer lifesaving support in times of crisis and advocate for economic justice, gender equality, and climate action. We demand equal rights and equal treatment so that everyone can thrive, not just survive.

Job Description

COORDINTES WITH

Oxfam America (OUS) US-based and global staff, managers, and other external stakeholders, and third-party providers.

PURPOSE OF THE POSITION

The Director, Talent Acquisition & Rewards provides strategic leadership over all talent acquisition, Total Rewards programming to include HRIS and full-scope health & welfare benefits in support of the organization's goals and OUS mission. This leader administers health, dental, life, disability insurances, retirement plan(s), and related programs. Participates in the analysis of all Total Rewards programs, and the development and implementation of new or enhanced programs. Supervises talent acquisition, total rewards and HRIS staff, and ensures that customer service delivery meets internal customer expectations. In consultation with internal stakeholders, the leader develops and implements a comprehensive talent acquisition and total rewards strategy.

PRIMARY RESPONSIBILITIES

Talent Acquisition
•Develop and implement a comprehensive talent acquisition strategy aligned with the organization’s long-term goals and growth initiatives.
•Continuously assess and refine recruitment processes to improve efficiency, effectiveness, and scalability.
•Forecast hiring needs based on business objectives, collaborate with department leaders and Human Resources Business Partner(s) (HRBPs) to build several customized recruiting strategies to ensure talent requirements are met.
•Lead, mentor, and develop the talent acquisition team, ensuring high performance, growth, and engagement.

•Establish clear performance goals and metrics for the team, providing regular feedback and guidance to enhance team capabilities.
•Foster a culture of collaboration, innovation, and continuous improvement within the recruiting function.
•Leverage data and analytics to optimize the recruiting process and quality of hires: create talent mapping plans, track key hiring metrics, market trends and competitors.
•Stay current with recruiting technologies to improve efficiency and the overall candidate experience.
•Embed inclusive hiring practices into all recruitment processes.
•Enhance employer brand to attract high-quality talent via websites, social media, in-person events, and more.

•Work closely with the HRBPs, finance department, department heads, senior leadership and hiring managers to understand staffing needs, provide talent insights and trainings, and develop targeted outreach plans to cultivate recruitment strategies tailored to each department’s specific needs.
•Manage relationships and negotiations with external vendors and agencies.
•Oversee and facilitate hosting and secondments.
Total Rewards
•Evolve our Total Reward programs and provide thought leadership, ensuring we meet our goals of attracting, developing, and retaining world class talent while maintaining fiscal discipline.

•Develop the OUS total rewards philosophy, securing buy-in from senior leadership, detailing our approach to cash compensation, incentives, global benefits, pay equity and more.
•Develop a set of guiding principles, aligned to our values, that outline our approach to annual increases and promotion cycles while working with the PCHR team members to ensure a robust and timely plan for annual increases and promotion cycles.
•Prepare qualitative and quantitative models as required to support consideration of compensation options and decision rubrics
•Work with Finance with respect to proactive and prudent equity pool management.
•With our Chief People Officer, prepare for and contribute to our Compensation Committee meetings, working with Committee members to ensure they are informed as required, and giving approvals and advice as needed.

•Evolve our Executive compensation practices, including reviewing our philosophy and market data, ensuring alignment with Comp Committee.
•Contribute to employees’ understanding of the value of their total rewards, including designing, and delivering digestible learning content.
•Work with PCHR team members on launching a robust career architecture for both individual contributors and people leaders, in both technical and non-technical roles including a promotion readiness assessment rubric and process.
•Conduct analyses of pay equity and build checks into our annual increases and promotion cycles to ensure that we are distributing rewards appropriately.
•Oversee any associated vendo