Senior Human Resources Business Partner

Action Against Hunger
May 2, 2021
New York, NY
Post Type
Experience (minimum)
10+ Years
Education (minimum)
Travel Required?
Base Salary
$80,000 - 90,000


I. Job Summary
The Senior HR Business Partner provides consulting and coaching to departmental leaders and managers in order to support the business’s vision, mission, values and overall strategic objectives. This role will advise as well as
provide guidance of policies and procedures, develop update and support systems, processes and tools for HR best practices.

The role of the Sr. HR Business Partner is to positively impact the retention and growth of Action Against Hunger USA employees which can be done through effective coaching, succession planning, training and development, performance management and compensation strategies.

The Sr. HR Business Partner is a constant champion for Action Against Hunger USA’s values- based culture and drives HR functional excellence

Purpose: Provides leadership and partnership to Action Against Hunger USA management and employees, delivering a spectrum of strategic and tactical HR programs and practices which are aligned with organization’s initiatives.

Engagement: Will partner with Director of People & Strategy to develop and secure collaboration from business units and supervisors in order to build community, increase retention, and provide People innovative/best practices.

Delivery: Aligns HR services and strategies by advising across full employee life cycle: recruitment, onboarding, performance management, Talent management and development, and workforce planning. The Sr. HR Business
partner delivers up to date legal HR compliance, compensation & benefit practices and employee relations.

II. Essential Job Duties

1. Talent Acquisition (25%)
• Work with hiring managers on their recruitment efforts by designing, developing, and executing full cycle recruiting plans including talent sourcing strategies. These strategies will guarantee the attraction, selection, and recruitment of potential talents to drive the staffing goals of the organization
• Provide exceptional candidate experience and builds and maintains a candidate pipeline through networking.
• In collaboration with leadership creates workforce plans, and support on Job Descriptions and Job evaluations
• Ensure proper onboarding of new hires

2. Performance and Talent Management (30%)
• Work closely with People & Strategy Director in developing and rolling out performance management and talent processes
• Ensure managers are conducting 10-minute conversations, 90 days reviews, mid-term and end of the year performance evaluations
• Leads/assists in the design, implementation and evaluation of talent assessment processes and succession management efforts
• Work with Director of People & Strategy to develop training programs and learning opportunities to enhance staff development
• Develop and roll out of Action Against Hunger Leadership & Management programs
• Managing the internship & fellowship program
• Promote Diversity, Equity and Inclusion as part of the culture of the organization and ensure it is embedded on all HR practices

3. Policies and Procedures (10%)
• Guide and enforce current HR policies and procedures across the organization.
• Maintain HR handbook and policy procedures up to date
• Ensures HR policies and procedures are properly communicated, and consistently and equitably applied. This includes conducting regular training to staff
• Maintains in-depth knowledge of legal requirements and ensure regulatory compliance

4. HR Analytics and process improvement (10%)
• Update and maintain all employee files on HRIS and backup systems
• Coordinate with payroll & benefits manager on any HR staff changes
• Streamline core HR processes for best efficiency
• Interprets and analyzes information and data to assist managers and senior leaders in making appropriate decisions based on HR metrics and trends for the nonprofit sector
• Work with other members of HR team to ensure best use of current and future HR IT systems
• Manage HR vendors and consultants

5. Coaching and Employee Relations (15%)
• Mentor and coach supervisors to develop their management skills and team performance
• Support managers on handling specific HR personnel issues
• In collaborating with the People & Strategy Director, oversees employee relations issues and conducts investigations when required
• Develop new initiatives to enhance the employee experience
• Monitor staff satisfaction and engagement

6. Staff compensation (10%)
• Work closely with Director of People & Strategy in the development and update of total reward philosophy and regular market surveys to determine salaries and other staff compensations practices
• Propose compensation level of new jobs and hires to Director of People & Strategy
• Providing accurate information for payroll and for the maintenance of salary employee records

III. Supervisory Responsibilities
Currently None

IV. Fiscal Responsibility

V. Physical Demands
• While performing the duties of this job, the employee is required to sit for long periods and to concentrate on work, including typing, and turn out heavy volumes of work accurately, within short time frames under stressful situations in the context of a moderately noisy office with interruptions
• To travel to the field, the employee must attest to a level of physical fitness capable of enduring physically difficult, highly stressful situations which may include the necessity to walk long distances, to eat a limited diet and/or to reside in potentially uncomfortable housing or tents
• 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

VI. Working Conditions, Travel and Environment
• The duties of the job require regular job attendance at least five days per week. Must be available to work outside normal office hours or on the weekends as required by contact with the missions, mission security, or other obligations
• Must be able to travel as required for standard domestic and international business travel as well as to the missions if appropriate. While visiting the field, the employee may be exposed to precarious settings under high security risks and/or very basic living conditions and outside weather conditions, as well is to infectious diseases

VII. Gender Equality Commitments & Zero Tolerance to Abuse
• Foster an environment that reinforces values of women and men, and equal access to information
• Provide a work environment where women and men must be evaluated and promoted based on their skills and performance Promote a safe, secure, and respectful environment for all stakeholders, particularly for children, beneficiaries, and members of staff
• Help to prevent any type of abuse including workplace harassment and sexual abuse and exploitation
• Respect beneficiaries’ women, men, children (boys and girls) regardless of gender, sex orientation, disability, religion, race, color, ancestry, national origin, age, or marital status
• Value and respect all cultures

VIII. Required Qualifications
• Bachelor’s Degree in Human Resources, Learning & Development, Organizational Development or similar related field
• Master’s or any other Academic qualification a plus
• At least 8 years plus HR experience across all disciplines including employment law, talent acquisition, employee relations, compensation, training and development, conflict resolution preferably with an INGO or non-profit organization
• Membership in a professional body related to HR is an added advantage

IX. Required Skills & Experience
• Strong professional presence with ability to interact tactfully and effectively
• Experience with coaching and guiding staff throughout employment life cycle
• Adaptable and comfortable working in a fast- paced organization
• Impeccable integrity, whose personal and professional ethics are consistent with Action Against Hunger USA values
• Strong organizational skills and detail oriented
• Outstanding project management skills
• Ability to multi-task and prioritize multiple work assignments simultaneously
• Strong experience with MS Office Suite (high proficiency with Excel, PowerPoint, SharePoint and Microsoft Teams)
• Experience with HRIS systems and systems improvement
• Minimum of 3 years experience in organizational development, capacity building and training
• Must be authorized to work in the US

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