Vice President, Human Resources and Organizational Development

Reporting directly to the President, the Vice President of Human Resources & Organizational Development (VP of HR and OD) will be responsible for the overall strategic and tactical aspects of Human Resources and Organizational Development for the organization. This is a newly created position and this individual will be a key member of the executive management team. The selected individual will play an integral role in developing the overall strategic direction of the organization and will have frequent and substantial exposure to the Chief Executive Officer (CEO), the Executive Team and the Board of Directors.
This key individual will be tasked with developing the organization's complete Human Resources and Organizational Development strategies, and establish a track record of excellence in execution. This includes Recruitment, Benefits, Compensation, Employee Relations, Organization Development/Metrics and Evaluation, Staff Development, Succession Planning, Performance Management, Internal Communications, Corporate Policy, among other critical functions. The VP of HR and OD will work very closely with the President and CEO of the organization, be a member of the Executive Team and interact with all program managers and staff.

Responsibilities

The Vice President of Human Resources & Organizational Development's role will be structured in 3 parts:

1. Strategy:
   • Oversee
     the development and implementation of long term strategies for Human
     Resources and Organizational Development to assure EngenderHealth
     continued effectiveness, as well as their alignment with the
     organization's mission, strategic goals and objectives.
2. Organizational Development:
   
   • Articulate
     the organizational development and change issues, explaining the
     factors involved and shaping organizational solutions.
   • Assess
     organizational culture and develop programs to align it in a way that
     ensures the delivery of the organization’s strategies and objectives.
   • Perform
     organization value diagnosis to surface organizational issues and
     develop blueprints that mobilize the right skills and tools to help
     improve performance.
   • In close collaboration
     with the HR Director, establish and implement a revised staff
     Performance Evaluation Program; develop and implement an effective and
     aggressive recruitment strategy; oversee compensation and benefits;
     develop and manage a comprehensive staff development program/process,
     including leadership training; and develop and establish a staff
     succession planning framework and process.
   • Create, track, institutionalize and ensure utilization of an Organizational Performance Index, using carefully selected metrics.
   • Develop organizational capacity and a system to effectively and timely respond to a changing internal and external environment.
3. Execution:
   
   • Oversee the Human Resources Department and function.
   • In
     collaboration with the Communications and Marketing Program, develop
     and coordinate the organization’s internal communications strategy.
   • Interact with the relevant non profit community, especially with colleagues who hold similar positions.
   • Participate in the activities of the Executive Team.

Education, Experience, and Certifications

• Master’s degree in a relevant discipline, or demonstrated equivalent experience

Knowledge, Skills, and Abilities

The successful candidate will have the following:

• Ten
  years or more of progressive generalist human resource experience,
  including direct experience in human resources, strategic planning and
  organizational development.
• Experience in international and/or non-profit arena.
• A
  solid knowledge, pragmatic application and skills foundation in the
  critical functions of strategic planning, change management, staff
  development and performance management.
• Experience in international Human Resources Management, either directly or as a supervisor of this function.
• Ability to balance employee needs and concerns with organization policy and business management priorities.
• Excellent management, written and verbal communications, decision-making, problem-solving and administrative skills.
• Ability
  to juggle multiple assignments, meet deadlines, work flexibly in a
  dynamic, fast-paced environment, and maintain a sense of perspective.
• A fair-minded, people-oriented and caring individual with excellent interpersonal skills and sensitivity to diversity.
• A strong analytical background and ability to challenge accepted thinking.
• Unquestioned integrity and respect for diversity and cultures.
• Good team player.
• Enthusiasm, energy, problem solver, good judgment.
• Ability to travel internationally up to 30% time.
• Computer skills: Word for Windows, Excel, and PowerPoint.
• Fluency in a second language, such a Spanish or French will be an added advantage.

Contact Email: hr@engenderhealth.org

Contact Person:

Link to organization's application form: http://www.engenderhealth.org/careers/ny/n070710-v...

Other Information:

To Apply
If you wish to be
considered for this position, please send your résumé with a cover
letter stating salary requirements and salary history:

• By e-mail to hr@engenderhealth.org with “Vice President, Human Resources and Organizational Development” in the subject line;
• By fax to Human Resources, (212) 561-8082; or
• By mail to Human Resources, EngenderHealth, 440 Ninth Avenue, New York, NY 10001.

EngenderHealth
provides equal employment opportunities (EEO) to all employees and
applicants for employment without regard to race, color, religion,
gender, sexual orientation, national origin, age, disability, marital
status, amnesty, or status as a Vietnam-era or special disabled veteran
in accordance with applicable federal, state and local laws.

EngenderHealth
complies with applicable state and local laws governing
non-discrimination in employment in every location in which the company
has facilities. This policy applies to all terms and conditions of
employment, including, but not limited to, hiring, placement,
promotion, termination, layoff, recall, transfer, leaves of absence,
compensation, and training.