WTOP: 5 ways nonprofits can…
ABOUT THE ORGANIZATION
Pathfinder International is driven by the conviction that all people, regardless of where they live, have the right to decide whether and when to have children, to exist free from fear and stigma, and to lead the lives they choose. Since 1957, we have partnered with local governments, communities, and health systems in developing countries to remove barriers to critical sexual and reproductive health services. Together, we expand access to contraception, promote healthy pregnancies, save women’s lives, and stop the spread of new HIV infections, wherever the need is most urgent. Our work ensures millions of women, men, and young people are able to choose their own paths forward.
ABOUT THE ROLE
The Global Services HR Business Partner (GSHRBP) serves as the key HR focal point for Pathfinders in key global leadership positions and in the following service-oriented divisions:
1) Global Services (HR, IT, Grants and Contracts, Procurement, Operations, Digital Innovation, Business Development, and Technical Services)
2) Global Finance (Finance, Accounting, Travel and Administration, Internal Audit and Compliance)
3) Global Strategic Engagement and Communications
4) The Office of the CEO, Individual Giving, and Women-Led Climate Resilience
These functions benefit from globally dispersed staffing and while positions are increasingly based in the countries where Pathfinder works, a majority of these staff are currently based in the U.S. The GSHRBP provides subject matter expertise and participates in strategic, organization-wide decisions. The GSHRBP will form part of a team of HR business partners which collaborates with the Global Human Resources team broadly in modeling Pathfinder’s core values, translating strategic plans into operational Human Resources initiatives, promoting positive employee engagement and relations, and improving team and organizational effectiveness. In collaboration with Global Human Resources team members who possess deep expertise in Total Rewards, Talent Acquisition, and Talent Management, the GSHRBP provides operational guidance and support in recruitment, employee relations, talent management, compensation/total rewards, U.S. local labor laws, and HR operations.
A FEW ESSENTIAL DUTIES & RESPONSIBILITIES
Risk Assessment and Mitigation:
· Monitors and applies any relevant state/federal regulations regarding HR, workers’ compensation, safety, security, and employment best practices.
Employee Relations and Workplace Culture:
· Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
US Labor & Immigration Law:
· Maintains in-depth knowledge of legal requirements related to day-to-day management of employees and recruiting, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
· Provides guidance and input on departmental or division restructures, workforce planning and succession planning.
Employee handbook, standards, and policy development:
· Provides HR policy guidance and interpretation.
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Nonprofit HR is committed to fostering and maintaining a work environment where equity, diversity, inclusion & justice (EDIJ) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize EDIJ and position our content and educational opportunities to help strengthen the talent management capacity of the social impact sector. See the full statement.