The Division HRBP serves as the primary interface and HR leadership support for Directors, President’s or Chief Operating officers of the Foundation. Key areas of focus include:
- Develop and manage the People strategy for the assigned Program or Operations organization to align and deliver the business strategy and address critical business need
- Organization design and effectiveness
- Human Capital Management
- Leadership development and Talent Management
- Culture and team effectiveness
- Performance Management
The Division HR Business Partner works in partnership with the COEs to ensure that the assigned organization is aligned to COE portfolio guidelines and that the COE’s are connected effectively with and to support the business
Areas of Responsibility:
- Collaborate with leadership to identify and prioritize current and future talent requirements which could affect achievement of strategic impact objectives
- Build, lead and develop high performing teams
- Influencing at highest levels of the organization
- Integrates across sub-functions enterprise wide
- Prioritizes across multiple, competing priorities
- Translates functional strategy to the team and the work that they lead
- Build and manages strategic relationships to proactively facilitate effective information flow, decision making, and actions on human capital issues which affect program area impact, results, and operational HR support to the organization.
- Performance Management
- Experimental and takes purposeful risks – creates environment for others to do so
- Understands and leverages their authority to make decisions
- Conflict management at highest levels of the organization
- Creates an inclusive environment
- Coach leadership in the development and implementation of regular HR programs and the practice of consistent processes to establish and maintain a positive work environment inclusive of foundation values and culture.
- Serve as a bridge between program areas and the HR function to ensure program requirements inform the HR strategy and the HR strategy is relevant to the program and operational areas.
Other areas of desired expertise:
- Program Design and management
- Change management
- Project Management
- Business and financial acumen
- Vendor management
- Diagnostic skills
- Data driven decision making combined with intuitive understanding and an ability to translate key insights to stakeholders and partners
- Understand best practices/models/technical tools
Educational Background:
Advanced degree with 10+ years of experience, or equivalent experience.
Skills/Experience:
- Bachelor’s degree required, Master’s degree preferred. 11+ years of progressive experience
- Multi-function discipline background
- Direct experience in supporting global business units/managers/leaders
- Certifications helpful but not required
- In-depth knowledge of human resources trends, best practices, and regulatory issues.
- Organizational design and workforce planning
- Organizational talent development and training practices
- Change management techniques and strategies
- Business acumen and financial fundamentals
- Management and leadership principles
- Employee relations
- Compensation practices
- Project management processes and practices
- Strong oral/written communication and presentation skills
- Conflict management and de-escalation techniques
Job Function:
Organization Info
Listing Stats
Post Date:
Jul 15 2018
Active Until:
Aug 15 2018
Hiring Organization:
Bill and Melinda Gates Foundation
industry:
Nonprofit