***Fully remote, or options for a standard/ hybrid office environment if located near an IRC RAI client program office.***
The Regional HR Director will provide HR management within the IRC’s Resettlement, Asylum, and Integration (RAI) Department for our Mountain-West Region which includes 10 client program offices located in the States of Idaho, Utah, Montana, Colorado, Washington, and Northern California. Every year, RAI colleagues resettle thousands of newly arrived refugees in the United States and provide client services to many more refugees, asylees, and victims of human trafficking in the United States and Europe. This role provides critical support and counsel for our colleagues to succeed. The position reports to the Sr. Director, People & Culture for RAI.
Provide Strategic Relationship Management: lead the RAI Regional HR team to be trusted partners, advisors, and counselors with senior managers on people and culture matters that address psychological safety, psychological availability and psychological meaningfulness of work, such as:
- Embed the RAI people plans and nurture progress towards shared people priorities, such as GEDI goals, Equity Audit findings, People Survey insights, and ASH training.
- Shape select initiatives related to our Strategy 100 commitment to ‘Strengthen Our Teams,” “Who We Are” and RAI Strategic Action Plans (SAPs), for example the P&C transformation, and robust Talent Management practices that lead to a diverse pipeline of future leadership.
- Design new and existing org structures in response to funding changes and / or new strategic objectives, with an eye towards career pathing, equity, and IRC org design principles.
- Implement and adjust IRC P&C programs and practices through ongoing collaboration with P&C technical units and Regional Teams, such as local employee resource group guidance.
- Interpret key HR indicators and metrics to identify talent trends and root causes impacting business performance and the client experience.
- Assess and take action on risks that impact the cost-benefit of current and future strategic people investments.
2. Oversee and govern RAI Regional HR operational service needs in unison with global HR services, such as:
- Support talent recruiting for select leadership roles, such as Executive Director positions, approving new job descriptions, job grades and equitable pay ranges.
- Lead or participate on cross-functional teams to establish new regions, country programs, and new offices, as determined by RAI location strategy, onboarding new HR and local executive teams regarding People & Culture
- Further build RAI HR Community of Practice, employees, and managers understanding of HR organizational policies & procedures, updates and changes, with appropriate coaching to empower local decision making
- Lead select RAI P&C projects. keeping the managers and staff engaged on key initiatives by producing information and data in response to the needs of key stakeholders, such as pay transparency or talent reviews
- Ensure up-to-date personnel records management and payroll via accurate employee change forms/files, and Workday data
- Support Workday changes, expansion, and usage including the introduction of Dashboards and Workforce Data
3. Effectively oversee and resolve Employee Relations issues within RAI:
- Investigate and respond to formal complaints as assigned
- Coach and deliver difficult messages, performance issues, and employee separations
- Intervene and correct issues that impact employee well-being and productivity, identifying trends and putting in place mitigating actions to prevent future incidents
- Assist with change management needs that shape our working environment and foster inclusivity, such as Navigator skills
4. Address RAI employee Health, Safety & Wellbeing concerns and needs throughout the Region:
- Focus on elements that drive regrettable turnover such as compensation, work-life balance, caseloads, supportive supervision, career paths, etc.
- Partner with Duty of Care team to identify and build new and existing Duty of Care efforts that address staff resilience to stress, including such things as COVID planning and support
- Respond to employee emergencies with Konterra support
- Collaborate with Safeguarding and Safety & Security Officers to prevent and respond to Safeguarding incidents for clients and employees
A minimum of 10 years of progressive professional HR experience with a minimum of 3 years working at a regional or global level, and managing teams of local HR professionals
- Excellence in supporting key senior executives to refine and deploy meaningful people and culture strategies; building strong, trusted relationships with cross-functional peers and colleagues in a matrix environment.
- Success as an HR leader supporting large, multi-cultural groups of managers and employees at multiple organizational levels, across multiple locations throughout the region.
- Keen understanding and participating in large, complex change management related to core people and culture investments such as: leadership development, talent acquisition, performance management, compensation, talent management and diversity .
- Proven track-record of excellent management and leadership skills including capacity-building, coaching, facilitating, mentoring, and conflict resolution.
- Significant HR generalist knowledge and experience across the full spectrum of the employee life cycle; SHRM certification desirable that leads to a highly refined understanding of the balance between policy and process enforcement and the unique situational context and narrative that requires thoughtful consideration.
- Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high volume environment and on deadline; aptitude for problem solving and decision making needed
- Superb interpersonal, written and verbal communication skills required that demonstrates highly collaborative, inclusive, consultative and resourceful workstyle that balances required compliance/policy enforcement, and continuous improvement with a steadfast commitment to client service and support.
- Ability to travel to IRC locations, occasionally on short notice.
- Diverse backgrounds and applied lived experience highly desirable.
Key Working Relationships:
Position Reports to: Sr. Director, People & Culture, RAI
Position directly supervises: n/a
Indirect Reporting: n/a
Other Internal and/or external contacts:
Internal: Regional Directors, Executive Directors and their teams; RAI P&C team; Global HR Partner colleagues; HQ HR colleagues in specialty functions (Employee Relations, Benefits, Compensation, etc); HQ colleagues in Legal, Finance, IT and other teams; People & Culture colleagues (Duty of Care, Safeguarding, Gender Equality, Diversity & Inclusion, etc.)
Working Environment***:*** Fully remote, or options for a standard office environment if located near a RAI client program office offering hybrid home-office arrangements. The role requires flexibility for occasional early or evening hours to respond to demands across multiple time-zones. Travel required as needed to IRC sites (estimated 10-15% time).
The IRC and IRC workers must adhere to the values and principles outlined in IRC Way - Standards for Professional Conduct. These are Integrity, Service, Accountability and Equality. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity Anti-Retaliation and Combating Trafficking in Persons.
Compensation: Posted pay ranges apply to US-based candidates. Ranges are based on various factors including the labor market, job type, internal equity, and budget. Exact offers are calibrated by work location, individual candidate experience and skills relative to the defined job requirements.
Gender Equality: IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances.
Equal Opportunity Employer: We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
US Benefits: We offer a comprehensive and highly competitive set of benefits. In the US, these include: 10 sick days, 10 US holidays, 20-25 paid time off days (depending on role and tenure), medical insurance starting at $145 per month, dental starting at $7 per month, and vision starting at $5 per month, FSA for healthcare, childcare, and commuter costs, a 403b retirement savings plans with up to 4.5% immediately vested matching contribution, plus a 3-7% base IRC contribution (3 year vesting), disability & life insurance, and an Employee Assistance Program which is available to our staff and their families to support counseling and care in times of crisis and mental health struggles.