Director, HR Strategy, Partnering & Transformation

JOB SUMMARY

The Director, HR Strategy, Partnering & Transformation, is a critical leadership role responsible for supporting the development and implementation of the HR vision and strategy at FHI 360. This role works with the Chief People Officer (CPO) in ensuring alignment with the organization’s mission and strategic goals, driving innovation and strategic contributions across all HR areas. The Director serves as a key advisor, shaping company-wide policies and practices. They lead HR activities through Managers and HRBP’s, anticipate market influences, and establish multi-departmental objectives that have a long-term impact on the organization. The Director collaborates with internal and external executive-level management, negotiating critical matters, influencing policymaking, and driving organizational excellence.

RESPONSIBILITIES / DUTIES

Complexity & Problem Solving:

• Develop and implement HR strategies that translate FHI 360’s organizational goals into actionable plans.

• Ensure the advancement of broader company strategies, ensuring HR initiatives align with long-term organizational objectives.

• Serve as a key advisor to the CPO, providing strategic insights and recommendations.

• Analyze organizational effectiveness, using complex data and insights, developing innovative methods and evaluation criteria.

• Lead global HR transformation initiatives, ensuring adherence to budgets and schedules.

• Generate creative solutions to complex HR challenges, contributing to the achievement of strategic goals.

• Promote and integrate DEI principles into all HR strategies and practices to build a diverse and inclusive workforce.

• Ensures the integration of Change Management principles into all HR strategies and practices.

Discretion & Impact:

• Exercise decision-making authority on HR strategies with significant long-term impacts on organizational outcomes.

• Influence strategic decisions affecting staff, operations, and compliance, with potential long-term impacts.

• Provide data-driven recommendations for continuous HR performance improvement, significantly impacting organizational effectiveness.

• Establish key HR metrics for HR organization effectiveness and utilize HR analytics to assess the effectiveness of HR strategies and initiatives. Regularly report on HR performance to the leadership team, making data-driven recommendations for continuous improvement.

Collaboration & Interaction:

• Collaborate extensively with senior management, including Groups, Regions, Functional Leaders, and HR Leadership.

• Partner with Centers of Excellence (COEs) and Operations leaders, aligning HR strategies with business needs.

• Communicate effectively with global stakeholders at all levels, integrating diverse perspectives to drive business results.

• Establish and nurture strong relationships with business leaders and HRBP’s to ensure HR strategies and initiatives are effectively integrated and aligned with business needs.

• Collaborate with global HR teams, senior leadership, and other key stakeholders to ensure alignment and support for HR initiatives.

Management & Supervision:

• Direct activities across multiple integrated departments through effective management, developing new methods and solving complex issues.

• Oversee a global team of HRBP’s, employee relations specialist, and project managers, ensuring their development, engagement, and alignment with strategic goals.

• Manage a portfolio of HR projects, providing executive updates, and ensuring compliance with employment laws, regulations, and best practices.

• Supports the establishment and execution of change management approach and tools for FHI 360.

• Lead, manage, mentor, and coach direct reports and their teams to meet company objectives, goals, and philosophies.

• Define and execute approach for maintaining and ensuring compliance with employment, safety, and other laws, regulations, and requirements.

• Define and execute approach to maintain knowledge of laws, regulations, and best practices in human resources.

• Embraces other duties as assigned, contributing to the team’s multifaceted and evolving responsibilities.

QUALIFICATIONS

Knowledge & Skills:

• Demonstrated expertise in strategic planning, HR strategy development, and stakeholder management.

• Strong strategic thinking and planning skills with a proven ability to develop and implement HR strategies that align