Vice President of Human Resources

Job Summary: The Vice President of Human Resources reports to the CMMB President and CEO and is a key member of the Executive Team providing leadership for the organization in all areas of Human Resources and Organizational Development. The VP collaborates with CMMB leadership to ensure the building of organizational capability and effectiveness through HR strategies, programs and practices covering talent acquisition and selection, management training and leadership development, employee relations, ethical and legal compliance, compensation and benefits, performance planning and review processes and employee communications that enhance commitment and retention. Working with a U.S. staff of 45 and 200 international staff in 7 different countries, CMMB will require a seasoned Human Resources professional, talented in leadership development, change management, and the unique requirements of an international, non-profit organization delivering healthcare services and medicines to people in need.

Key Responsibilities:

Organizational Development

1. Build organizational capability and effectiveness through Human Resources strategies and processes that ensure engagement of a talented staff focused on exceeding CMMB strategic plans and execution goals.
2. Direct a process of organizational planning that evaluates job design and human capital needs throughout the organization.
3. Translate the strategic and tactical business plans into HR strategic and operational plans.
4. Develop staffing strategies and plans to identify talent within and outside the organization.
5. Develop career and leadership development opportunities that enhance recruitment, commitment and retention of the highest caliber professional staff.
6. Develop and facilitate learning and development initiatives for both domestic and international staff.
7. Develop planning models to identify competency, knowledge and talent gaps and ensure processes for filling short-comings.
8. Develop leadership and management development programs that support overall departmental and executive succession planning processes.
9. Develop specific and well-defined leadership competencies that reflect exceptional performance.

Human Resources Strategic Planning

1. Lead strategic human resources planning in response to the strategic plan, priorities and goals of the organization, taking into consideration internal and external opportunities and challenges;
2. Ensure the alignment of the performance planning and review process (MAP) to the CMMB Mission, Vision, Core Values and Strategic Intent.

Employee Relations and Compliance

1. Work with leaders and employees to establish and maintain a high performance culture and positive work environment, encouraging the full use of diverse talents and abilities;
2. Provide guidance on trends that affect workplace conditions, as well as legal issues pertaining to ethical business conduct, discrimination, health and safety requirements and stewardship; taking steps to ensure organizational compliance and success.
3. Provide leadership in resolving grievances and preventing legal disputes.
4. Ensure worldwide compliance with applicable employment law and regulation and ensure ethical business conduct through CMMB's Code of Conduct.

International Leadership and Programs Collaboration

1. Maintain knowledge of international HR policies, programs, legislation and issues that impact country operations and mission success. Ensure knowledge sharing with the Country Director leadership and the Human Resources Community.
2. Strengthen the HR function at all CMMB offices; collaborate, conduct audit reviews, educate, verify requirements and introduce enhanced Human Resources processes, programs and practices.
3. Enhance the HR engagement with grants acquisition, management and compliance: ensure preliminary knowledge of employment legislation, best practices and recruitment challenges for targeted countries.
4. Enhance departmental leadership and country directors' understanding of CMMB salary administration, alignment with MAP and Leadership Competencies; ensuring sound execution and best application of funds.

Compensation and Benefits

1. Develop competitive compensation and benefit plans to provide motivation and rewards for effective and exceptional performance.
2. Working closely with Country leadership and Finance, oversees all benefits and compensation programs, policies, and procedures across operating locations.
3. Oversees negotiation, implementation and administration of benefit programs and various employment-related insurance policies

Departmental Leadership and Board Responsibilities

1. Provide staff management support to the Board of Directors and the Governance Committee.
2. Manage the budget and other financial measures of the Human Resources department.

Qualifications: Experienced leader and Human Resources executive with a depth of business and management knowledge; experienced working with CEOs and Board Members. Education: Master's Degree in Business or Human Resources-related field. International experience is required.

• Bachelor's degree, preferably in human resources; Master's degree a plus;
• PHR or SPHR certification a plus
• Minimum of 15 years broad generalist experience at the management level in multi-location environment;
• International HR experience required; not-for-profit organization experience preferred;
• Exceptional Managerial skills and ability to lead by example;
• A high level of personal and professional integrity;
• Strong leadership, strategic, organization development and communications (interpersonal and writing) skills;
• Outstanding ability to effectively interact with managers, supervisors and staff;
• Ability to communicate with diplomacy and tact and function as a facilitator;
• Ability to select appropriate techniques for resolving problems; coaching skills;
• Experience working for a rapidly growing organization (and/or experience proactively managing change);
• Ability to travel up to 20% of the time to major domestic and international operating locations;
• Strong computer literacy.