Sr. Director, Human Resources

Overview

Your Future. Secured. ISC2 is a force for good. As the world’s leading nonprofit member organization for cybersecurity professionals, our core values — Integrity, Advocacy, Commitment, Diversity, Equity & Inclusion and Excellence — drive everything we do in support of our vision of a safe and secure cyber world. Our globally recognized, award-winning portfolio of certifications provide an independent and globally recognized endorsement of cybersecurity knowledge, skills and experience for all career levels. Our charitable arm, the Center for Cyber Safety and Education, enables ISC2 and our members to serve the public by educating the most vulnerable about cyber risks and empowering access to enter and thrive in the cyber profession. Learn more at ISC2 online and connect with us on Twitter, Facebook and LinkedIn. When you join ISC2, you’ll demonstrate your commitment to an inclusive and equitable environment. Your support of the unique perspectives and experiences shared by our global cybersecurity workforce and profession will be recognized. We invite you to take an active role in helping us create a true sense of belonging across our organization — an environment of authenticity, trust, empowerment and connectedness that empowers all of our successes. Learn more.

Position Summary

Reporting to the General Counsel and Corporate Secretary, the Senior Director of Human Resources will be responsible for managing and leading the Human Resources function. The incumbent will have responsibility of HR, being both a strategic partner and trusted adviser to the CEO and Executive Team. While strategic, the role is also operational, with a key focus on aligning HR initiatives with ISC2’s overall business goals.  The ideal candidate will be adept at partnering with executive leaders to develop long-term HR strategies while maintaining a strong focus on operational excellence and attention to detail.

Responsibilities

      Strategic HR Leadership:

• Partner with executive leadership to align HR strategy with business objectives, ensuring that talent management, workforce planning, and organizational design support the company’s vision.
• Lead the development and execution of HR initiatives that drive culture, employee engagement, performance, and growth.
• Provide guidance and coaching to senior leaders on organizational development, change management, and team effectiveness.

      Talent Management & Development:

• Oversee talent acquisition, retention strategies, and succession planning to ensure the organization attracts and retains top talent.
• Champion leadership development programs and foster continuous learning and growth across all levels of the company.
• Develop and implement performance management systems that align individual goals with company objectives.

      Operational Excellence:

• Manage day-to-day HR operations, ensuring smooth and efficient processes for employee onboarding, benefits administration, compliance, and HRIS systems.
• Maintain an in-depth understanding of relevant employment laws and regulations, ensuring compliance across all HR activities.
• Lead HR reporting and analytics efforts, providing data-driven insights to executive leadership on key HR metrics (turnover, engagement, performance, etc.).

      Employee Relations & Culture:

• Foster a positive, and high-performing workplace culture that supports employee well-being and development.
• Address employee concerns, mediate conflicts, and ensure resolution in a timely and professional manner.
• Drive employee engagement initiatives and maintain a pulse on employee satisfaction and morale.

      Operational Efficiency & Detail-Oriented Execution:

• Develop and refine HR processes to ensure efficiency, scalability, and compliance across the organization.
• Oversee the execution of HR projects with a keen eye on timelines, budget, and quality, ensuring details are meticulously handled.
• Manage and oversee compensation, benefits programs, and performance review cycles, ensuring they align with the company’s strategic goals.

Behavioral Competencies

• Demonstrated skills in complex decision-making, problem-solving and planning
• Strong analytical thinking and innovation skills
• Strong systems thinking and relationship management skills, including ability to influence internal and external stakeholders
• Experience managing relationships with prominent professionals
• Exceptional communication (verbal and written) and public speaking skills; confidently articulate information in a professional manner to individuals at all levels including internal and ext