People and Culture Director

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People and Culture Director

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Country

United States

Duty Station

Washington, DC

Type

Full Time

Status

HQ Employee

Organization

iMMAP Inc.

Opening Date

25 July 2024

Closing Date

25 October 2024

Contract Start

01 November 2024

Contract End

31 December 2030

Contract Length

74 Months

Languages

English

Organization

iMMAP Inc. is an international nonprofit organisation that provides information management services to humanitarian and development organizations. Through information management, we help our partners target assistance to the world’s most vulnerable populations. Our core philosophy is that better data leads to better decisions and that better decisions lead to better outcomes. iMMAP Inc.’s critical support to information value chains helps to solve operational and strategic challenges of our partners in both emergency and development contexts by enabling evidence-based decision-making for better outcomes.

Background

Reporting to the Chief Executive Officer, the People and Culture Director will provide comprehensive oversight, planning, and management of the global human resources functions of iMMAP Inc. while pursuing the organization’s core values and strategic commitment to attract, retain, advance, and support a broadly diverse workforce of the highest level of excellence that thrives in a respectful, inclusive, and equitable workplace culture. The incumbent will plan, organize, administer, direct, and institutionalize the functions and activities of the Global Human Resources Department including, but not limited to compensation/total rewards, staff development/training, performance evaluations, and legal compliance. He/She/They will provide oversight, direction, and coordination of diversity, equity, and inclusion (DEI) programs, initiatives, and activities to help ensure continued advancement of DEI efforts and will be a member of iMMAP Inc’s, senior leadership team.

Description of Duties

Responsibilities

The People and Culture Director will perform the following tasks and responsibilities (non- exhaustive list and likely to evolve according to the needs of the organization):

• Develop and implement organization strategies by identifying and researching human resources issues and developing strategies that establish department accountabilities, including compensation/total rewards, learning and development, employment guidelines, and performance management.
• Ensure integration of diversity, equity, and inclusiveness (DEI) into HR policies, processes, and practices related to recruitment, performance management, pay and talent development.
• Support management by providing human resources advice, counsel, and decisions.
• Drive the preparation of the annual HR strategy and the inherent budget and coordinate its overall implementation.
• Develop, propose, and monitor the implementation of a global compensation/total rewards strategy aimed at ensuring fairness, consistency, and compliance with applicable local labor laws and regulations.
• Manage and refine performance management programs across the organization.
• Review iMMAP Inc.’s legal position regarding the hiring of personnel as employees versus consultants.
• Establish transparent and fair processes for recruitment, access to training, promotion, and internal mobility in accordance with the legality and rules of iMMAP Inc.
• Develop and implement a talent management strategy, including ensuring training plans are aligned with regional and functional capacity building efforts.
• Respond to and manage employee relations cases, grievances, and conflicts and work closely with outside legal counsel to resolve.
• Implement recommendations of controls and audits.
• Anticipate and resolve litigation risks and audit issues.
• Collaborate with designated in-country representatives to ensure that human resources systems, policies and procedures are developed, continuously monitored, and updated, and are compliant with local laws and organization standards.
• Develop, implement, and monitor all human resources country office activities including recruitment, performance management, compensation and benefits and compliance to ensure smooth functioning, communication, and coordination with Headquarters.
• Monitor adherence to internal policies and legal standards.
• Ensure accurate human resources dashboards and reports to senior management and the board by analyzing data and using standard HR metrics.
• Support the Business Development Team in the development of proposals and required donor documentation.
• Supervise Global Human Resources Manager and provide guidance to global and local human resources staff.
  
  

Requirements

• Minimum of 12 years of experience in progressively responsible human resources management
• Minimum of 5 years of experience in a director role.
• Experience with an international development/humanitarian organization and/or an international non-profit/non-governmental organization (larger than $10M), in a multi-office, multi-national environment.
• Bachelor’s degree in HR, business or a related field is required. A master’s degree in a related field and/or the social sciences is preferred. SHRM- SCP and/or SPHR certification required.
• Experience with and commitment to working in a diverse and multi-cultural environment.
• Experience supporting HR for field-based staff at an international organization required.
• Exceptional understanding of job evaluation, compensation analysis, and strategy. Compensation certification is a plus.
• Experience working with international contractors and the various modalities used to engage with global staff.
• Excellent written and verbal communication, interpersonal, and cross-cultural skills; and ability to engage with staff at all levels and geographies of the organization.
• Highly collaborative and able to establish positive working relationships with all stakeholders to maximize cooperation and productivity.
• Proven ability to delegate and monitor work assignments as needed and work independently.
• Ability to communicate with management and include appropriate individuals in planning, decision-making and process improvement.
• Identify ways to develop and promote improvements in organizational policy. Demonstrate accuracy, thoroughness, and strong attention to detail.
• Ability to make decisions. Exhibit sound and accurate judgment and make timely decisions.
• Proven ability to deal with change and with situations that do not always have a process or system in place.
• Proven ability to handle multiple and competing demands.
• Ability to travel internationally.
• Fluency in English required, multi-language a plus.
  
  

This is a hybrid position and requires visits to the Washington, DC office on a regular schedule tbd.

iMMAP Inc. offers comprehensive benefits that include 401K, PTO, EAP, and commuter assistance.

iMMAP Inc. offers a comfortable work environment with competitive compensation. We are conveniently located two blocks from the Metro Center Metro Station on the Red Line.

Guiding Principles

Personnel is expected to conduct itself in a professional manner and respect local laws, customs and iMMAP Inc.’s policies, procedures, and values at all times and in all countries.

iMMAP Inc. has zero-tolerance for sexual harassment, exploitation and abuse, human trafficking, child abuse and exploitation. Any violations of these principles and policies will be treated as serious misconduct.

iMMAP Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

In accordance with USCIS regulations, all successful applicants will be required to show proof of their legal right to accept employment in the United States.

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