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Pact

Chief Human Resources Officer (CHRO)

Pact, Washington, DC, United States

Chief Human Resources Officer (CHRO)

Job Locations: US-DC

Job ID: 2024-2263

# of Openings: 1

PACT Overview

Pact is an international nonprofit that works in nearly 40 countries building solutions for human development that are evidence-based, data-driven and owned by the communities we serve. Founded in 1971, Pact works with partners to build resilience, improve accountability, and strengthen knowledge and skills for sustainable social impact.

Department

Global Human Resources (HR) - Pact strives for a world where all people are heard, capable, and vibrant. The Global Human Resources team helps realize this objective by fostering a worldwide environment that inspires excellence where initiative, inventiveness, and professional development are encouraged. We value innovation in our employees and believe it gives us a competitive advantage in this global marketplace. Our team focuses its resources and efforts on the lifecycle quality of employee activities with ongoing attention to employee engagement, professional development, rewards and recognition, and organizational culture.

Position Overview

The Chief Human Resources Officer (CHRO) is a pivotal member of the executive leadership team, tasked with designing, developing, and advancing the organization's global human resources strategy. This position requires a visionary leader with substantial expertise in both U.S. and international HR practices, particularly in the realm of government contracting and grants. The CHRO will lead HR initiatives that align with the organization's mission, drive business objectives, and ensure compliance, while also fostering a culture of diversity, inclusion, and innovation.

Key Responsibilities

  1. Strategic Leadership:
    • Design, develop, and implement a comprehensive HR strategy that aligns with the organization's business goals and promotes continuous improvement in HR practices.
    • Revise and elevate HR policies, procedures, and practices to reflect organizational growth, industry advancements, and best practices.
    • Partner with the COO and executive leadership team to provide strategic counsel on business decisions, ensuring alignment between business strategies and HR initiatives.
    • Lead organizational development and change management efforts to build an agile, engaged, and future-ready workforce.
  2. Operational Excellence - U.S. and Global HR Management:
    • Oversee all operational aspects of the HR function, including talent acquisition, U.S. and global operations, employee engagement programs, employee relations, compensation and benefits, performance management, and HR compliance.
    • Design, develop, and continuously refine the HR infrastructure by creating and updating policies, programs, and initiatives that drive operational efficiency.
    • Ensure the efficient and effective delivery of HR services and programs across all regions.
    • Manage and mentor a global HR team of 30+ professionals, fostering a culture of high performance, collaboration, and continuous improvement.
    • Lead HR operations both domestically and internationally, ensuring consistency in HR policies and practices while adapting to local regulations and cultural nuances.
    • Build and nurture cross-cultural relationships, promoting a collaborative and inclusive work environment across global offices.
    • Provide expertise in international labor laws, employment standards, and workforce planning, ensuring compliance with all legal and regulatory requirements in every operating region.
  3. Cross-Functional and Cross-Cultural Collaboration:
    • Collaborate with other departments, including Legal, Finance, and Operations, to drive integrated solutions that support overall organizational goals.
    • Serve as a strategic advisor and counselor to the CEO and leadership team, providing guidance on HR-related matters and their impact on business operations.
    • Develop and maintain strong relationships with key stakeholders, ensuring alignment and successful execution of HR strategies.
    • Champion diversity, equity, and inclusion (DEI) initiatives, embedding these principles in all HR practices and organizational culture.
  4. Employee Relations and Ethics:
    • Lead the development and implementation of employee relations strategies that promote a positive workplace culture aligned with the organization's values.
    • Ensure adherence to ethical standards and practices within HR operations.
    • Address employee relations issues with sensitivity to cultural and language diversity.
  5. Government Contracting and Grants Management:
    • Provide leadership and oversight of HR practices related to government contracting and grants.
    • Ensure HR policies and practices meet the compliance and reporting requirements associated with government contracts and grants.
  6. Business Acumen and Impact:
    • Demonstrate strong business acumen by understanding and articulating the impact of HR strategies on the organization's financial performance.
    • Provide data-driven insights and HR metrics to inform decision-making.
    • Act as a key advisor to the CEO and executive team on HR-related matters.

Basic Requirements

  • Master's degree and 15+ years' relevant experience or equivalent combination of education/experience, including 12 years of management experience.
  • Significant experience in US government contracting and grants, and managing the expectations of c-suite leaders.
  • Proven track record of leading HR in a complex, global environment with a diverse workforce.
  • Deep knowledge of U.S. and international labor laws and HR best practices.
  • Strong experience working with USAID and other governmental agencies.
  • Exceptional leadership, communication, and interpersonal skills.
  • Sensitivity to cultural and language diversity, with a commitment to promoting DEI initiatives.
  • Strong business acumen, with the ability to align HR strategies with business objectives.

The salary for this position is determined based on a wide variety of factors including but not limited to an individual's skill sets, experience, training, certifications, education, as well as business needs and internal equity. A reasonable estimate of the current range is $200,000-280,000.

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