Global Employee Engagement Director

Job ID 454

Human Resources Remote, United States Little Rock, Arkansas   Remote, Little Rock, AR, or Globally at any of Heifer’s field offices


Description

Heifer International is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability.

About Heifer International

In 1944, Heifer International’s founder, Dan West, began outlining a simple but groundbreaking plan to tackle hunger around the world. West, a farmer from the Midwest and Church of the Brethren member, had recently returned from feeding weary refugees during volunteer service in the Spanish Civil War.

He had seen firsthand that giving people food was a short-term solution, whereas providing them with animals offered a steady supply of nutritious food for an entire family. 

His philosophy still inspires Heifer’s work today. Partnering with farmers across a range of different livestock and crops, we create unique solutions to local challenges.

Today, Heifer International has operations in 21 countries around the world, working alongside local farmers, business owners and their communities, as they mobilize and envision their futures. Together, we build inclusive, resilient economies, so communities can develop effective ways to end global hunger and poverty in a sustainable way.

To date, we have supported more than 36 million farming families across Africa, Asia and the Americas and in the past five years alone, we have worked alongside 2.7 million families to close the living income gap or set them on a path to doing so. Between now and 2030, we will support an additional 10 million people to reach a living income by scaling up our signature programs. To achieve this, Heifer International relies on its passionate, committed and highly skilled staff. 

ROLE SUMMARY

Reporting to the Chief People Officer, the Global Employee Engagement (ER) Director is a key member of Heifer’s Global People Department and will work with Heifer’s Leadership to define and communicate organizational culture globally. The Global ER Director will promote staff care programs, ensure compliance, optimize communication and employees’ experience, and will be the focal point for People Department policies globally.

The Successful Candidate

To succeed in this role, you will have a track record in evaluating, designing, and promoting Global Employee Engagement policies and procedures. He/She will exhibit superb written and verbal communication skills, handle a wide range of complex and highly sensitive employment situations, and demonstrate strong emotional intelligence to skillfully interact with employees at all levels of the organization. The Global Employee Engagement Director will have tremendous experience optimizing the employment life cycle. The Director will be joining Heifer International during an exciting time of change and needs to hire people who thrive and be creative under such a climate. He/She will be self-motivated and enjoys delivering, managing, and being managed within a remote setting that emphasizes impact and contributions as a primary criterion for assessment.

Major Responsibilities:

  1. Collaborate with relevant stakeholders to develop a strategic and proactive approach to Employee Engagement, which includes identifying trends, developing solutions, and leading training to minimize risk across the organization.
  2. Oversee and conduct complex and sensitive workplace reviews/investigations in collaboration with Risk Management Unit to determine findings and recommendations for resolution.
  3. Develop positive professional relationships with key stakeholders through ensuring employee Engagement matters are addressed in a comprehensive and collaborative manner.
  4. Advise on internal communications, craft and communicate employment policies, manuals, and procedures to ensure alignment to key expectations and job requirements, and consistent understanding and acknowledgment of these policies across the Company.
  5. Ensure HR compliance across the organization. Collaborate with the global People Team to conduct self-audits and guide the teams on corrective actions.
  6. Collaborate with different People Department Functions to optimize the employment life cycle.
  7. Assess and constantly develop retention/ turnover reports.
  8. Design and roll out engagement surveys and crash surveys and work with relevant stakeholders on action plans to respond to areas of development and promote areas of strength.
  9. Evaluate, design, and roll out high-quality HR shops globally that comply to HR processes related to performance management, contract renewals/extensions, personnel actions, and all related employee relations processes.
  10. Act as the People Department focal point on Safeguarding and Child Protection matters.
  11. Develop and ensure compliance to employees Data Protection laws and policies globally.
  12. Design, roll-out, and constantly improve the organization’s Staff Care program to address staff psychosocial and emotional needs.
  13. Collaborate with People Department Functional Heads to introduce relevant and user-friendly Human Resources Information Systems (HRIS).
  14. Work with Legal Department to address labor issues, proactively manage employment-related labor risks and advise/coach management on achieving the same.
  15. Lead team to provide coaching and guidance to management in performance improvement and corrective action decisions, communication, and documentation, while being able to translate complexity into simplicity and articulate findings clearly.
  16. Leverage change management principles in accomplishing key objectives and managing projects for own work and the work of direct reports.
  17. Promote a culture of respect that celebrates diversity, equity, and meets the organization’s duty of care towards its people. Proactively assess and address culture and work environment concerns.
  18. Hold oneself accountable for achieving annual work plans and goals and collaborate with colleagues to help them achieve their goals as well.
  19. Invest in oneself professional development. Stay connected with sector forums and national/international Employee Engagement /HR forums.

Minimum Requirements:

  1. BA/BS degree in Human Resources, Business Administration, or a related field. A Master’s degree is a plus.
  2. Continued HR education, GPHR, PHR, SPHR, or SHRM SCP certified.
  3. A minimum of 10 years of experience in Human Resources with a minimum of five (5) years of Employee Engagement, Employee Experience, or Employee Relations leadership role preferably within a global sector.
  4. Demonstrable experience managing all stages of the employment life cycle from onboarding to offboarding.
  5. Significant experience with writing and communicating employment-related policies.
  6. Extensive experience managing and resolving employment-related legal matters.
  7. Excellent strategic goal setting and negotiation skills.
  8. Excellent interpersonal and written communication skills.
  9. High influencing and conflict resolution skills
  10. Advanced relationship management skills
  11. Technical mindset and passion for the latest innovations in technology
  12. Ability to handle sensitive and confidential information appropriately.
  13. Must possess a high level of integrity and credibility. Be comfortable operating and working with teams within a matrix structure.
  14. Collaborative, team-oriented mindset with strong verbal and written communication skills. English language fluency is required.
  15. Self-motivated, agile, and detail-oriented leader with exceptional organizational, interpersonal and conflict resolution skills.