Regional HR Director

  • Full Time
  • Remote

Website International Rescue Committee

Background/IRC Summary:  

The International Rescue Committee (IRC) helps people whose lives and livelihoods are shattered by conflict and disaster to survive, recover, and gain control of their future. Founded in 1933, the IRC is at work today in over 40 countries and 28 U.S. cities. The IRC’s Resettlement, Asylum and Integration (RAI) department creates opportunities for refugees and other vulnerable migrants to survive and thrive in the US and Europe. RAI serves more than 100,000 individuals each year in the US, including thousands of newly arrived refugees and asylum seekers as well as the broader immigrant community, through a diverse portfolio of programs aimed at five core outcomes: Health, Safety, Economic Wellbeing, Education and Power.

Job Overview/Summary:

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. 

Major Responsibilities:

  1. 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.
  1. 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
  1. 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
  1. 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

Job Requirements:

  • 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.

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