Oxfam America
Director, People, Culture & Talent
Oxfam America, Boston, Massachusetts, us, 02298
Company DescriptionOxfam 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 DescriptionCOORDINATES 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 in the organization’s key positions.
Lead annual talent review process, develop talent review templates, and communicate process to HR and business leaders.
Analyze talent and succession data to identify insights, trends, gaps and make business recommendations to address.
Assess organizational training needs and design effective training programs to support employee development and skill enhancement.
Foster a culture of continuous learning through coaching, mentorship, and professional growth opportunities.
Champion diversity and inclusion initiatives within the talent management strategy.
Lead, mentor, and develop the Talent Management team, fostering a collaborative and results-oriented environment.
Conduct individual leadership, career, and talent assessments as appropriate using a variety of tools. Provide coaching and support to key leaders.
POSITION EXPECTATIONS
Will stay abreast of professional standards, trends, and issues affecting this set of responsibilities, demonstrating continuous learning of the field.
Will work effectively and collaboratively in support of building a team-based, problem-solving work culture treating all persons with dignity and respect and will be familiar with and committed to Oxfam America’s mission, values, and goals.
Will have a fundamental understanding of gender justice and diversity within key areas of responsibility and a commitment to promoting gender justice, racial equity, and diversity in our workplace and programs.
Within key areas of responsibility, will have a commitment to and be accountable for activities contributing towards a safe and accountable workplace environment, projects and relationships for staff, partners, and the communities we serve.
Hiring Range: $130,000 - $165,000
QualificationsEDUCATION
Advanced degree in human resources/business administration; or equivalent combination of education and experience.
EXPERIENCE AND CORE COMPETENCIES
10+ years related HR experience in talent management, employee relations, labor relations, or related HR fields, with at least five years in a leadership role.
Proven expertise in building talent management strategies that align with business goals.
Strong knowledge of HR principles, practices, employment laws and labor relations.
Experience with performance management systems and talent development programs.
Demonstrated experience in conducting workplace investigations.
Commitment to diversity, equity, and inclusion in the workplace.
Excellent verbal and written communication skills, interpersonal, including program facilitation and influencing skills.
Ability to analyze data and metrics to drive decision-making.
Demonstrated experience in managing, leading and coaching a team, preferably in a union environment.
Strategic planning acumen with sound technical skills, attention to detail, solid judgment, and a strong business focus.
Business acumen, analytical skills and learning agility, as demonstrated by the ability to think deeply and systematically about business problems, breakdown those problems and define and present creative solutions.
Strong integrator mindset (organizational savvy, strategic agility, resourcefulness). Develops collaborative relationships and networks and influences across matrix reporting lines and functions to get things done.
Demonstrated ability to quickly establish and maintain credibility at all levels of the organization.
PREFERRED QUALIFICATIONS
Labor Relations experience strongly preferred.
Law Degree.
HR Credentials (GPHR, HRCI – SPHR/PHR, SHRM-CP or SHRM-SCP professional designations) desired.
Additional InformationOxfam America is a Gender Just organization and an equal opportunity employer. We have a zero tolerance policy for any sexual harassment, exploitation, and/or abuse. We welcome all persons to apply and do not discriminate. We take measures to prevent discrimination against any employee or job applicant on the basis of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity or gender expression.
We are an E-Verify employer.
For more information, please click on the following links:E-Verify Participation Poster: English / SpanishE-Verify Right to Work Poster: English | Spanish
#J-18808-Ljbffr
Job DescriptionCOORDINATES 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 in the organization’s key positions.
Lead annual talent review process, develop talent review templates, and communicate process to HR and business leaders.
Analyze talent and succession data to identify insights, trends, gaps and make business recommendations to address.
Assess organizational training needs and design effective training programs to support employee development and skill enhancement.
Foster a culture of continuous learning through coaching, mentorship, and professional growth opportunities.
Champion diversity and inclusion initiatives within the talent management strategy.
Lead, mentor, and develop the Talent Management team, fostering a collaborative and results-oriented environment.
Conduct individual leadership, career, and talent assessments as appropriate using a variety of tools. Provide coaching and support to key leaders.
POSITION EXPECTATIONS
Will stay abreast of professional standards, trends, and issues affecting this set of responsibilities, demonstrating continuous learning of the field.
Will work effectively and collaboratively in support of building a team-based, problem-solving work culture treating all persons with dignity and respect and will be familiar with and committed to Oxfam America’s mission, values, and goals.
Will have a fundamental understanding of gender justice and diversity within key areas of responsibility and a commitment to promoting gender justice, racial equity, and diversity in our workplace and programs.
Within key areas of responsibility, will have a commitment to and be accountable for activities contributing towards a safe and accountable workplace environment, projects and relationships for staff, partners, and the communities we serve.
Hiring Range: $130,000 - $165,000
QualificationsEDUCATION
Advanced degree in human resources/business administration; or equivalent combination of education and experience.
EXPERIENCE AND CORE COMPETENCIES
10+ years related HR experience in talent management, employee relations, labor relations, or related HR fields, with at least five years in a leadership role.
Proven expertise in building talent management strategies that align with business goals.
Strong knowledge of HR principles, practices, employment laws and labor relations.
Experience with performance management systems and talent development programs.
Demonstrated experience in conducting workplace investigations.
Commitment to diversity, equity, and inclusion in the workplace.
Excellent verbal and written communication skills, interpersonal, including program facilitation and influencing skills.
Ability to analyze data and metrics to drive decision-making.
Demonstrated experience in managing, leading and coaching a team, preferably in a union environment.
Strategic planning acumen with sound technical skills, attention to detail, solid judgment, and a strong business focus.
Business acumen, analytical skills and learning agility, as demonstrated by the ability to think deeply and systematically about business problems, breakdown those problems and define and present creative solutions.
Strong integrator mindset (organizational savvy, strategic agility, resourcefulness). Develops collaborative relationships and networks and influences across matrix reporting lines and functions to get things done.
Demonstrated ability to quickly establish and maintain credibility at all levels of the organization.
PREFERRED QUALIFICATIONS
Labor Relations experience strongly preferred.
Law Degree.
HR Credentials (GPHR, HRCI – SPHR/PHR, SHRM-CP or SHRM-SCP professional designations) desired.
Additional InformationOxfam America is a Gender Just organization and an equal opportunity employer. We have a zero tolerance policy for any sexual harassment, exploitation, and/or abuse. We welcome all persons to apply and do not discriminate. We take measures to prevent discrimination against any employee or job applicant on the basis of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity or gender expression.
We are an E-Verify employer.
For more information, please click on the following links:E-Verify Participation Poster: English / SpanishE-Verify Right to Work Poster: English | Spanish
#J-18808-Ljbffr