The Human Resources Unit:

Human Resources (HR) is a unit within Pew's Operations department.  Comprised of four groups - HR, Information Technology, Real Estate and Facilities and Operations Planning and Project Management Office - Operations provides strategic support to the business by aligning its priorities and service delivery with the needs of the institution, providing expertise and leadership in each functional area, and serving as an internal consultant to help drive results. 

HR currently oversees the personnel needs of 450 distributed staff with anticipation of servicing over 600 employees over the course of the next year.  HR's focus is to lead the recruitment of highly talented staff; build an environment committed to staff development, growth and retention; offer a competitive compensation and benefits package; and foster a respectful, collaborative culture in which staff are well-supported to achieve results.  This includes developing, implementing and maintaining best practices in the areas of:  recruitment; organizational design, staff development; performance and talent management; employee relations; compensation and benefits; and compliance. To support the business, HR is comprised of three teams that provide in-depth expertise to clients in the respective areas:  recruitment, business partnership and benefits.  Overall, the HR department has a staff of 13 with representation in the Philadelphia, PA and Washington, DC offices. 

Position Overview:

Reporting to the deputy director, Human Resources, the senior manager, Human Resources, oversees HR's business partnership team's efforts for the institution.  The primary role of this new position is to lead the business partnership team comprised of four staff in servicing the institution in the areas of:  organizational design, staff development, performance and talent management; succession planning; employee relations; compensation; and compliance.  Given Pew's rapid growth from approximately 150 to 450+ staff, the senior manager will provide particular expertise, leadership and strengthening in the institution's ability to effectively manage performance, develop talent, plan for succession, and address sensitive employee relations matters. The senior manager will also support organizational design needs and build a framework that can be applied throughout the organization.  This position will also directly manage an HR manager with expertise in and lead ownership of the areas of compensation, compliance, budgeting and fiscal management and metrics and management reporting.

As a strategic partner, the senior manager aligns business objectives with employees and management, serves as a consultant to management on Human Resource related issues and acts as an employee champion and change agent in proactively addressing HR needs. The senior manager seeks to develop integrated solutions, formulates partnerships across the institution to deliver value added service that reflects the business objectives of the organization. 

Top priorities for the senior manager will be to: design an approach to effectively support employee and organizational development; enhance the performance management system to ensure it supports business needs; strengthen staff skills in people management; and evaluate and enhance the employee relations function.

The successful candidate will have strong leadership and management skills, effective communication and relationship building capabilities, a background in aligning strategy with core business needs, has worked in a fast paced organization during a period of rapid growth, has managed a business partnership function supporting a geographically dispersed workforce, and has a proven track record of success in implementing leading HR solutions and enhancing systems and processes.  This position will be based in DC and will require travel between the Philadelphia, PA and Washington, DC offices. 

Business Partnership

• Align the business partnership group to the overall business strategy. Creatively identify opportunities for improvement, gain support and buy-in from key stakeholders, implement enhancements and institute efficiencies where appropriate. Work closely with deputy director, HR to set strategies, design new initiatives, benchmark best practices, create policies, establish success metrics and monitor results to ensure HR is effectively aligned with the business needs. Ensure close coordination with HR's recruitment and benefits teams as well as the overall Operations unit.


• Effectively build relationships with all levels of organization. Establish routine engagements to ensure alignment, proactively understand business drivers and address needs. Advise staff on HR matters and provide consultation, coaching and counseling. Facilitate effective change management approaches to ensure seamless operations.


• Manage and develop a business partnership team comprised of four staff members. Coach and mentor their development, provide opportunities to enhance skills and strengthen technical knowledge. Provide regular feedback on progress.

Organizational and Employee Development

• Manage organizational development (OD) strategies and processes; assess organizational development needs of business units; lead the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals; design and execute key programmatic elements of the OD process; evaluate strategies and programs to measure the achievement of established goals; and provide expert facilitation and coaching to supervisors and managers regarding OD methods and tools.


• Consult with management on performance, organizational and leadership matters. Provide guidance and input on business unit restructures, workforce planning, and succession planning. Ensure effective staff communications and change management approaches are utilized and appropriately tailored. Facilitate effective integration of staff in a rapidly expanding organization.


• Evaluate, implement and strengthen programs that facilitate talent management and succession planning to ensure professional development and continuous learning of staff. Identify and incorporate best practices into plans. Facilitate the individual development planning process for emerging leaders; provide consultative services to the business units regarding mentoring and career development. Facilitate training programs as needed.


• Lead Pew's performance management and annual individual workplan outcome setting program. Work with business partnership team in establishing and communicating guidelines to senior management and staff. Provide coaching on giving and receiving feedback and how to maximize review discussions. Assist staff in linking performance measurements to business objectives. Ensure follow up on development needs including identification of quality resources for staff as needed.

Employee Relations

• Provides expertise in strategy development and execution, planning, and facilitation of employee relations efforts. Proactively manage employee relations needs to support an environment of integrity, respect, collaboration and effective communications.


• Evaluate existing employee policies and procedures to ensure alignment with business needs. Strengthen policies as needed. Provide appropriate communications and education to increase awareness and to ensure management and staff understand and are able to effectively enforce policies.

•·         Facilitates communication among employees and management. Guide managers and employees on problem solving, dispute resolution, regulatory compliance and management of risks.

• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations. Handle staff relations and communications sensitively and responsively resulting in increased staff morale, employee satisfaction and retention.


• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with Legal Affairs department as appropriate.


• Develop system to track and proactively identify potential employee relations matters, monitor progress, ensure appropriate consistency in resolution and evaluate results. Review data for trends to identify opportunities for further strengthening of policies and/or staff training.

Compensation

• Support HR manager in ensuring Pew's compensation philosophy is well defined, its pay is market competitive, and recognition and rewards systems are in place to support business needs and objectives. This includes review of salary recommendations for new hires and promotions.


• Serve as key stakeholder in overall assessment of Pew's pay programs. Ensure alignment of senior management in goals and objectives, partner closely with external consultants as needed, and oversee implementation of findings as appropriate.


• Collaborate with HR manager in guiding the annual compensation review process including establishing guidelines that are linked to performance, ensuring senior leadership is aligned with goals, staff understands process, and outcomes are consistently measured and awarded across the institution.


• Provide support and direction, as needed, to the business partnership team in ensuring the administration of the overall compensation function is well maintained and maximizes the capabilities of Pew's Human Resources Information System (HRIS).

Fiscal Management, Metrics and Reporting

• Provide support to HR manager in oversight of the budgeting and fiscal management of Pew's salary and FTE budget and related areas. Ensure effective management of the budget and appropriate controls throughout the year.


• Analyze trends and metrics to develop solutions, programs and policies. Design and evaluate key reports and metrics to achieve visibility and education of key stakeholders including the board and senior management, as well as to drive key business decisions and prioritization.


• Support HR manager in working closely with Operations Planning & Project Management Office, Information Technology and HR Benefits team to define the information needs and strategy for HR's information systems. Work with IT on the HRIS strategy and plan for implementation.


• Support HR manager in the further standardization and streamlining of reports to ensure effective and efficient data management.


• Negotiate fees with vendors, review contracts, identify cost savings opportunities and track and monitor spending against budget for assigned projects.

Compliance

• Support HR manager in oversight of the compliance function. Ensure regular monitoring of external regulatory trends, enforcement of requirements, and appropriate alignment of policies and procedures. Partner with Legal Affairs and Compliance function as needed to ensure compliance and appropriate controls.


• Collaborate with HR manager in the education of senior management and staff on compliance requirements, business needs and implications and their roles. Ensure delivery of communications and training as needed.

Core Competencies

• Minimum ten - twelve years of progressively increased management, leadership and business experience with responsibility as an HR generalist. Must have at least five years experience in managing an innovative and strategic business partnership/HR generalist group. Bachelor's degree, as well as a Master's degree or equivalent experience in a relevant field is required. Professional certification, such as SPHR, preferred.


• Demonstrated knowledge in multiple human resource disciplines including organizational and employee development, talent management, succession planning, employee relations, compensation and compliance. Mix of experience in nonprofit and corporate sector, as well as professional services firms is preferred.


• A rich understanding of HR policy and practice issues, including the ability to perform substantive research; excellent analytical and strategic skills and knowledge of current trends, principal theories, leading thinkers and major advancements in the field.


• Must have demonstrated knowledge of HRIS systems (Ceridian preferred), Microsoft Office, etc.

Characteristics

• Strong business orientation. Focused on key business priorities and deliverables while balancing short-term needs with longer term strategic intent. Demonstrated track record in driving change and leading successful organizational and employee development initiatives.


• Relationship builder. Ability to develop relationships across the institution, establish trust and provide counsel to staff in a thoughtful, sensitive and timely manner.


• Deep analytical skills. Strategic thinker. Seasoned in designing strategies and establishing metrics, budgeting and reporting to track results. Demonstrated track record in using internal and external data, systems, costs and trends to understand issues, identify patterns, make recommendations and influence decisions.


• Acts with integrity and confidentiality. Strong character, consistent, and acts in line with a clear and visible set of values and believes. Is direct, truthful and handles personnel information confidentially. Understands and respects sensitive nature of information and manages this responsibly and with great care so that situations and complex tasks are handled discretely, effectively and efficiently.


• Strong project management skills. Ability to engage key stakeholders, set objectives, manage multiple priorities, organize time and identify resources for individual and group projects. High degree of results orientation.


• Financial acumen. Experience in creating and managing budgets, implementing controls, analyzing complex financial data, etc.


• Decisive. Exhibits a keenness and depth of perception, discernment and discrimination on practical matters and in decision-making. Addresses differences, strong conflict resolution skills, takes a clear stand on important issues.


• Solid judgment and ability to learn quickly. Resolves problems creatively and logically by detecting underlying issues in complex situations, identifying patterns or trends and applying one's expertise and experience.


• People focused. Ability to develop and manage staff to establish a high performing team, improve effectiveness, deliver high quality services and ensure customer satisfaction. Seasoned manager with a track record of developing HR staff and providing effective feedback and opportunities for growth.


• Expedient and flexible. Capability to function in a fast-paced and results-oriented environment where standards are high and information is processed expeditiously and efficiently.


• Effective communicator. Writes, speaks and presents effectively. Express ideas, thoughts, and concepts clearly and concisely, making solid case to gain understanding and influence results. Ability to understand and influence the organization.