Director, Human Resources at Centre for Communication and Social Impact

• The Director, Human Resources is a strategic mission-driven leader responsible for developing and executing human resources strategy in support of the overall mission and strategic direction of the organization.
• This includes overseeing talent acquisition, employee relations, performance management, organizational development, total rewards, and compliance.
• Reporting to the Executive Director and part of the Senior Management Team, the Director, HR will hold a critical role in a multicultural and dynamic organization, drafting and implementing Human Resources policies and guidelines based on DEI approaches to foster a positive, inclusive, and high-performance culture that aligns with the organization’s values and goals.

Responsibilities 

Strategic Human Resources Leadership:

• Develop and implement a comprehensive HR strategy that aligns with the organization’s mission, vision, and strategic objectives.
• Advise the Senior Management Team on HR matters, providing insights and recommendations on organizational design, talent management, and culture.
• Lead organizational change initiatives, ensuring that HR practices support and drive change effectively.
• Designing and implementing strategies for organizational effectiveness and design, diversity and inclusion, workforce planning and analytics, and employee engagement and retention.

Talent Acquisition and Management:

• Oversee the development and execution of recruitment strategies to attract, develop, and retain top talent across all levels of the organization.
• Work closely with Departmental Heads to ensure the organization’s workforce planning aligns with its strategic objectives and that there are robust succession plans for key roles.
• Oversee CCSI’s overarching recruitment, developing and implementing policies for sourcing, selection, and hiring, with an emphasis on consistently strengthening CCSI’s commitment to diversity

Performance Management and Development:

• Design and implement a performance management system that fosters a culture of continuous improvement and accountability aligned with both individual and organizational goals.
• Oversee employee development programs, including training, mentoring, and leadership development, to ensure the continuous growth of staff.
• Ensure that employee performance reviews are conducted regularly and that they are aligned with the organization’s goals and values.
• Support and advise managers and leadership team members in their efforts to build thriving teams and development plans.

Compensation and Benefits:

• Develop and lead the implementation of a competitive compensation and benefits strategy that attracts and retains talent while aligning with the organization’s budget and values.
• Lead the design and implementation of a structured grading system that aligns job levels with compensation, ensuring both internal equity and external competitiveness
• Address existing pay inequities by realigning salaries according to the newly developed grading structure and ensuring ongoing salary equity across all roles.
• Conduct regular market analysis and benchmarking to ensure that salaries and benefits are competitive within the sector, aligned with industry standards, and meet employee needs.
• Ensure the organization’s compensation practices are equitable and comply with local, national, and international laws.

Employee Relations and Organizational Culture:

• Foster a positive, inclusive organizational culture that supports employee engagement, productivity, and alignment with the organization’s mission.
• Lead efforts to manage and resolve complex employee relations issues, ensuring fairness and consistency in the application of HR policies.
• Serve as a trusted advisor to employees and management on matters of organizational development, culture, and employee engagement.
• Build open and welcoming internal communication channels, where information could be shared and understood by all staff members.
• Lead efforts to create a diverse and inclusive work environment, ensuring that diversity equity and inclusion in are key considerations in all HR processes.

Compliance and Risk Management:

• Ensure that all HR practices comply with applicable local, national, and international labor laws and regulations.
• Oversee the development and maintenance of HR policies and procedures that mitigate risk and promote compliance across the organization.
• Lead the organization’s response to audits and other compliance-related inquiries, ensuring all HR practices meet required standards.
• Work closely with Compliance unit head to ensure overall organizational compliance

Leadership and Team Management:

• Provide leadership, direction, and mentorship to the HR team, fostering a collaborative and high-performing HR function.
• Develop and manage the HR department budget, ensuring efficient use of resources in support of the organization’s goals.
• Cultivate a culture of continuous learning and professional development within the HR team.

Qualification

Essential Skills, Knowledge, and Experience:

• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Minimum of 12 years of experience in HR leadership roles, preferably within the international non-profit, and aid sector.
• Proven track record of aligning strategic initiatives with business plans, delivering results with integrity, and building relationships of trust with senior leaders and stakeholders.
• Strong knowledge of international labour laws and regulations, as well as experience managing HR in multiple countries.
• Experience working with donor-funded organizations and understanding the complexities of donor compliance requirements.
• Experience in coaching and developing high-performing teams, facilitating change and innovation, and ensuring compliance with HR principles and practices.
• Exceptional leadership skills with the ability to influence and engage others at all levels of the organization.
• Excellent interpersonal, communication, and negotiation skills, with a strong ability to build relationships and work collaboratively across cultures.
• Demonstrated commitment to diversity, equity, and inclusion in the workplace.
• Experience in managing administrative functions, including facilities management and office operations.

Desirable Skills, Knowledge, and Experience:

• Professional certification in HR (e.g., SPHR, SHRM-CP/SCP, GPHR, CIPD, CIPMN,) is highly desirable.
• Experience in leading HR initiatives in rapidly changing and complex environments.
• Strong project management skills, with the ability to manage multiple priorities and deadlines effectively.
• Experience with HR information systems (HRIS) and data analytics to inform decision-making.