Manager, HR Operations and Business Partnering

The Manager, HR Operations and Business Partnering plays a crucial role in the execution of the HR Strategy and HR operations. Partnering with client business leaders in support of strategic business objectives, the Manager advises and coaches managers and employees in all elements of the employee life cycle and talent management, including current and future people implications. The Manager will lead on the design and implementation of several key HR initiatives such as improved performance management, a strengthened employee relations/investigation process, development of retention strategies, analysis of compensation and benefits approaches. A major goal of this initiative work is to ensure global consistency around HR standards and best practices. This work will be done under the leadership of the Senior Director, Human Resources, and through managing Business Partners and HR operations roles.

Medical Teams International Calling:

Daring to love like Jesus, we boldly break barriers to health and restore wholeness in a hurting world.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Manage the Business Partnering and HR operations teams, ensuring effective support for all client groups
Work collaboratively as part of the HR leadership team and contributes to the development of strategic directions and people-related priorities.
Support/backup the HRBP team as necessary (this role will determine client group assignments for the Business Partners on the team)
Function as a Strategic Partner with managers and employees of assigned client groups, including:
Provide coaching and guidance on HR related issues and challenges to the HRBPs team. Advise and partner with client groups to meet key strategic objectives through relevant and aligned people and organizational interventions.
Support restructuring and reorganization work for client groups, advising management on process, communication needs, development of job descriptions and labor law risks.
Develop and manage the implementation of the HRBP operational and project plans in coordination with the HRBP team.
Become an Employee Champion acting as a single point of contact and intermediary for employees and management in assigned business units including:
Support policy interpretation and application
Be a voice and advocate for staff
Provide guidance, counseling and training to leaders on employee relations issues
Act as a change agent to
Drive consistency between HQ and field offices on people related issues, systems and processes
Actively partner with business leaders and work with them to collaboratively identify and practice improvement initiatives
Act as a functional expert
Serve as HR lead on at least one of the major HR topical areas (performance management, PSEA, employee relations, retention, staff care, DEI, etc.)
Ensure all transactional and administrative elements of HR are executed according to established processes. This includes assisting with benefits administration, complex leave management and payroll processing
Manage employee data, employees transactional changes including onboarding and offboarding, ensuring data quality while maintaining and protecting confidential data with the utmost scrutiny, judgment and care
Identify optimal solutions that meet the needs of the HR function by recommending process improvement, identifying opportunities for administrative efficiencies, and other alternatives based on specific needs
Apply rigorous project management techniques to planning and implementing cross-functional HR initiatives that support current and future business strategies
Deploy into emergency response or global program, as needed (up to 3 weeks at a time, for no longer than 20% of total work time)

Other Duties:

Utilize volunteers whenever possible.
Ensure the Safeguarding of program participants and employees through promoting an environment of awareness and upholding the code of conduct provisions of Medical Teams Protection from Sexual Exploitation & Abuse, Child & Vulnerable Adult protection, and harassment-free workplace policies.
Additional duties as assigned.

EDUCATION, LICENSES, & CERTIFICATIONS

Required:

Bachelors degree in a relevant field such as human resources, business, organizational leadership, organizational development or similar.

Preferred:

MBA or Masters degree in relevant field.
PHR, SPHR, GPHR or Similar

EXPERIENCE

Required:

Minimum eight (8) years human resources management experience
Experience in international HR
Experience directly supervising staff.

Preferred:

Experience with US and labor law
Experience working for an international NGO and in the humanitarian industry

KNOWLEDGE, SKILLS & ABILITIES

Excellent written and oral communication skills. Able to communicate complex ideas and business concepts in accessible terms.
Able to exercise excellent professional judgment
Strategic thinking and decision-making capabilities
Ability to establish and maintain a good rapport with various levels of management
Strong influencing skills with senior leadership
Highly analytical with proven problem-solving skills
Strong business acumen and demonstrated capacity to work as a business partner with managers
High service/customer orientation. Outstanding people and client relationship skills, including with those long-distance and in multi-cultural environment.
Strong orientation to deliver on projects and initiatives, project management experience a plus.
Systems thinker committed to process improvement and continual learning.
Enjoys working in an environment subject to change.
Ability to occasionally work early or late hours to accommodate overseas offices.
Ability to occasionally work extended hours to meet project deadlines or attend to emergency situations.
Ability to deploy into emergency response or global program, as needed (up to 3 weeks at a time, for no longer than 20% of total work time)

PHYSICAL REQUIREMENTS & WORKING CONDITIONS

Physical Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Frequent use of a personal computer, database and digital platforms, and other office productivity machinery, such as a copy machine and computer printer.
Frequently uses hands, fingers, and arms to reach, handle, touch or feel equipment, medical instruments, materials, computer.
Frequent communication and exchange of information among colleagues and persons of concern which requires the ability to speak, hear, convey and express oneself.
Frequent close vision and the ability to adjust focus.
Occasionally ascends/descends stairs, steps, or ladder
Occasionally move about inside an office to access file cabinets, office machinery, meet with colleagues, etc.
The employee must occasionally lift and/or move up to 30 pounds.
Seldom to occasionally positions self to stoop, kneel, crouch, or crawl.
If in travel status, occasional to frequent traversing over rough or steep terrain in either a motor vehicle or on foot.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually moderately quiet.
The employee may be required to travel to remote areas of the world where there are potential health hazards and risks, limited hygiene facilities, extreme weather, and very basic living conditions.