Director, People, Culture & Talent

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, third-party providers and Oxfam International

PURPOSE OF THE POSITION

The Director of People, Culture & Talent is a strategic leader responsible for driving the development and execution of talent management strategies that align with the organization's goals and OUS mission. This role leads talent management initiatives, employee and labor relations, training, and development programs, and provides effective organizational development support and consultative services to employees, leaders, and teams with a focus on developing and retaining top talent while fostering a culture of continuous improvement and high performance. Provides generalist business partnering support to all levels of employees for assigned business groups. The Director assesses and anticipates HR-related needs and recommends, designs, and implements integrated solutions. This role will be to manage a team and collaborate with strategic business partners.

PRIMARY RESPONSIBILITIES

Strategic Leadership and HR Operations:
•Partner with executives to develop and execute a comprehensive People Strategy.
•Being a subject matter expert, guide executives, senior leadership and managers related to talent, employee relations, labor relations, organizational development, and change management initiatives aligned to business objectives.
•Build and maintain relationships across the organization to influence and support talent initiatives.
•Work closely with your VP’s and division leaders to understand each team's current state and desired future state, gaps and priorities needed to achieve business goals.
•Lead change management initiatives and drive process improvements across PCHR functions.

•Provide data-driven insights to inform decision-making at all levels.
•Analyze workforce trends and metrics to inform future talent needs and strategies.
Team and Culture Development:
•Build and lead a high-performing PCHR team, fostering accountability and continuous improvement.
•Champion DEI and Racial Equity work by developing initiatives and/or collaborating with internal stakeholders to enhance employee experience and engagement.

•Promote a culture of accountability by ensuring consistent performance evaluations and development discussions.
•Develop and implement strategies to enhance employee engagement and retention.
•Conduct regular assessments to measure employee satisfaction and organizational culture, using the data to drive improvements.
Compliance and Innovation:
•Ensure compliance with employment laws and stay abreast of HR trends and best practices.
•Develop innovative approaches to talent management and HR challenges.

Employee & Labor Relations
•Coach and lead team in providing management and leaders in employee relations best practices and strategies for addressing problems, disputes, and grievances.
•Responsible for successful management of all discipline and grievance processes, providing guidance to the team. Tracks activities, ensuring that the team is completing all required investigations, tracking timelines, is responsive in these timelines, attends hearings as appropriate, and other related activities.
•Review department requests for discipline and provide approval prior to issuing discipline; seek CPO approval as appropriate. Review response letters and send them for CPO review and signature.
•Ensure that cases are well documented, and that employee and labor relations files are maintained as a part of regular division practice. Evaluate processes and make recommendations to enhance records management.

•Collaborate with legal counsel in vetting recommendations for discipline. Make recommendations and oversee the process for terminations and reductions in force.
•Represent OUS in all applicable contract negotiation activities, including reviewing and providing feedback on proposals.
•Regularly review HR performance forms and processes and make recommendations for change.
Talent Management
•Design and implement leadership development programs to cultivate a strong pipeline of future leaders and high performing organizations.
•Work with senior leaders to identify and develop high-potential employees.

•Manage talent management and succession planning processes to achieve improved bench strength and increased level of talent