24 days old

Vice President, Global Talent & Human Resources

Atlantic Council
Washington, District of Columbia 20005

The Atlantic Council is one the world's leading think tanks positioned on the cutting edge of international policy analysis and debate. The Council promotes constructive leadership and engagement in international affairs based on the Atlantic community’s central role in meeting global challenges. The Council provides an essential forum for navigating the dramatic economic and political changes defining the twenty-first century by informing and galvanizing its uniquely influential network of global leaders, policymakers, business executives and opinion makers on both sides of the Atlantic Ocean. Through the papers written, the ideas generated, and the communities built, the Council shapes policy choices and strategies to create a more secure and prosperous world.

 

Since its founding in 1961-1962, the Atlantic Council has been a preeminent, non-partisan institution devoted to promoting transatlantic cooperation and international security. The Council takes its non-partisan mandate very seriously and strives to provide open-minded platforms for idea exchange across a multitude of party lines.

 

Now in its 58th year, the Atlantic Council is harnessing that history of transatlantic leadership and applying its founders’ vision to a broad spectrum of contemporary global issues in politics, economics, technology, and beyond. With an annual budget of approximately $35 million and a global team of 150 full-time staff members and 250+ consultants who daily demonstrate an entrepreneurial spirit and a start-up mentality, it continues to build its infrastructure and processes to support the exponential growth it has experienced – particularly in the past decade under the leadership of CEO/President Fred Kempe.

 

Working across disciplines and topics such as: politics & diplomacy, security & defense, economics & business, energy & environment, resilience & society, and technology & innovation, much of the Council’swork is done through its current 13 programs and centers. They are:

 

  • Scowcroft Center for Strategy and Security       
  • Rafik Hariri Center & Middle East Programs
  • Adrienne Arsht Latin America Center
  • Adrienne Arsht – Rockefeller Foundation Resilience Center
  • Africa Center
  • Eurasia Center
  • Future Europe Initiative
  • Global Business & Economics Program
  • Digital Forensic Research Lab
  • Global Energy Center
  • Millennium Leadership Program
  • South Asia Center
  • Atlantic Council in Turkey

 

Position Summary

Reporting to the Chief Administrative Officer with frequent interaction with the CEO/President and the Executive Vice President, the Vice President, Global Talent & Human Resources will direct all aspects of the Atlantic Council’s talent and human relations operations, including talent strategy, recruitment, learning and development, compensation, benefits, performance evaluation, employee engagement, employee relations, compliance, and special projects, ensuring HR is aligned with the Council’s culture and strategic plan, as well as future growth prospects.

 

The Council is a fast-paced and rapidly growing workplace that has quickly become one of the world’s “go to” places for creative solutions to global challenges. Talent is at the core of the Council’s growth and sustainability strategy. The Council is committed to the recruiting and retention of best-in-class thought leaders, visionary scholars, next generation innovators and change agents. The new Vice President of Global Talent and Human Resource will be at the epicenter of this mission and will have the full support of the Chairman, the President and CEO, the Board of Directors and the entire staff of the Council in this crucial work.

 

Currently the department is made up of three professionals who will report to the Vice President, Global Talent & Human Resources. They are: the Talent Acquisition Manager, the Talent Acquisition Specialist and the Human Resource Specialist. Three additional staff positions have been envisioned and budgeted for when the new Vice President has been hired and is ready to conceptualize and build out her/his department).

Essential Duties and Responsibilities

Talent Strategy Development

  • Envision, lead and implement a comprehensive talent strategy that supports the Atlantic Council’s current personnel needs, but more importantly, uses their talented team partnered with cutting-edge human resource practices and technologies, to pave the way to the Atlantic Council of the future.
  • Position the Atlantic Council as the employer of choice by the best and brightest in the field of international relations.

Department Management

  • Hire, manage, develop and coach the talent & human resources staff, encouraging continuous growth and development.
  • In partnership with the Chief Administrative Officer, develop a Council-wide Knowledge Management System that provides a centralized place for all HR policies/procedures, as well as standard operating procedures. Develop an internal system that identifies and provides opportunities for employees to access useful tools for success, learn about their co-workers, make connections, and collaborate.
  • Manage relationships with external partners including consultants, attorneys, trainers/coaches, insurance brokers and benefit administrators.

Recruitment

  • Oversee the organization-wide recruitment portfolio including senior level positions; mid-level positions, junior-level positions, internships and consultancies.
  • Ensure diversity, equity and inclusion priorities are identified, implemented, analyzed, and improved upon, as appropriate, on a pan-institutionalized basis.

Financial Management

  • Oversee and monitor the annual HR budget, and demonstrate principles of good stewardship in the management of the Council’s financial resources by finding ways to minimize costs and streamline processes.
  • Collaborate with the Executive Office (CEO/President, Executive VP, and Chief Administrative Officer) to produce accurate and insightful reporting for: Annual Compensation Committee (Board) meetings; reports on staffing, turnover, compensation, performance ratings, bonuses, etc.

Compliance

  • Lead institutional human resource compliance with all existing government and legal reporting requirements including anything related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Paid Family Leave (PFL), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, and the Occupational Safety and Health Administration (OSHA).
  • Maintain knowledge of international, national and local laws, regulations and developments in the human resources field.
  • In partnership with legal counsel, manage the petition process for VISA sponsorship.

Policy Development

  • Partner with the Council’s Executive Office to develop and communicate human resource policies, procedures, programs and practices.
  • Oversee the implementation of human resource policies; monitor administration to establish standards and procedures, identify opportunities for improvement, and resolve any and all discrepancies.
  • Oversee the comprehensive review of the employee manual every three years; including annual revisions and updates when new laws are enacted, or new organizational policies are implemented.

 

 

Employee Relations

  • Counsel management and staff regarding employee relations matters and legal issues related to personnel policies and laws.
  • Work with staff to provide support in communicating issues to their supervisors/colleagues; work with management regarding staff development and disciplinary procedures/terminations.
  • Serve as the liaison with outside employment counsel should the need arise.

 

Staff Training and Development

  • Oversee a robust curriculum of compliance training and staff development programming.
  • Investigate new programming that will enhance employee career development and the strengthening of relevant skill sets.

Salary and Benefits

  • Oversee yearly salary and benefits analyses; make recommendations and implement approved changes.
  • Manage a triennial salary survey and comprehensive review of the Council’s compensation policy, including salary increase guidelines, competitiveness of benefits, as the staff liaison who supports the Board’s Executive Compensation Committee.
  • Oversee the department’s work in negotiating insurance renewals annually, planning and implementing annual open enrollment meetings, retirement plans, monthly vendor billing, and health and wellness programs.
  • Oversee an RFP process that assesses benefit provider services; analyzes responses; presents analysis and makes recommendations to the Council’s Executive Office; and manages the implementation of any changes.

Other

  • Participate in Executive Office, senior team and organization-wide meetings as appropriate.
  • Use data analytics to identify areas of strength and improvement; communicate themes to the Executive Team, recommending efficiencies and resolutions; implement decisions accordingly.
  • Perform any related job responsibilities/projects as assigned by the Executive Office.

 

 

Requirements

Qualifications & Experience

 

The successful candidate should possess:

 

  • A proven record as a talent / recruitment strategist.
  • A reputation as an experienced institution builder.
  • A minimum of 15+ years combined experience in employee relations, HR management/compliance, training and development program management.
  • Significant expertise and proven track record in talent management and staff development.
  • Knowledge of HR law, principles and practices including knowledge of state and federal [regulations and laws (EEO, FLSA, ADA, COBRA, FMLA, OSHA).
  • Superior writing and communication skills with unwavering attention to detail.
  • Excellent organizational and management skills;
  • Excellent people skills; must be able to manage and effectively communicate to staff members at all levels of the organization.
  • Experience with HRIS systems – Paycom experience preferred.
  • Ability to develop effective relationships with staff teams, Board members and other constituencies.
  • Executive presence – high degree of comfort interacting with external stakeholders including Board members and senior level candidates.
  • Bachelor’s degree in Human Resources, Psychology, Organizational Development, Business or a related field. Master’s degree is preferred.
  • PHR/SHRM certification is preferred.
  • Computer literacy: MS Office, HRIS (e.g., Paycom, or ADP Workforce Now), and insurance carrier websites.
  • Previous professional positions with an international organization is highly desirable.
  • Ability to drive long-term strategic initiatives, analyze and resolve complex problems and convey intricate information to diverse audiences.
  • Proven ability to work with diverse stakeholders, manage diverse agendas and priorities, and translate complex information across functions.

 

 

Personal Characteristics

 

The successful candidate should be:

 

  • Passionate about the field of talent acquisition and human resources and the critical role it plays in the growth and stability of an organization.
  • Intellectually interested in the world of international affairs and the mission of the Atlantic Council.
  • An expert coalition builder. Someone with superb people skills and the ability to work well with a wide range of constituencies.
  • A consummate communicator. As the public face of the recruitment effort, someone with the ability to define and articulate the Council’s mission and work across diverse audiences.
  • An entrepreneur. Someone who can use natural ingenuity to build and manage new HR strategies and programs.
  • A “hands-on” implementer. Someone who is eager to work with a team in order to execute projects they envision.
  • A driver for success. Someone who demonstrates initiative and is appropriately decisive.
  • A team player. Someone whose ego is in check and who will enthusiastically share credit and the spotlight and thrive in the collaborative culture of the Council.
  • A flexible work style. Someone who can work easily with ambiguity in a fast-paced environment with tight timelines and constrained resources.

 

Salary and Benefits

Salary commensurate with experience. Excellent benefits that include medical, dental, vision and life insurance; vacation, personal and sick time; paid parental leave; commuting subsidy; and 403(b) with employer match. The Atlantic Council strives to provide the training and support staff needed to be successful in each position and to assist each employee to grow personally and professionally.

The Atlantic Council is an equal opportunity employer.

To Apply

 

Those interested in the position should submit a cover letter and chronologically organized resume to: resumes@pangburnintl.com

 

Executive Search Conducted by:

 

Pangburn International LLC

Washington, DC USA

+1(202) 237-0281

 

Wendy Pangburn                                             Missy DeCamp

wendy@pangburnintl.com                                missy@pangburnintl.com

Categories

Posted: 2019-10-23 Expires: 2019-11-22

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Vice President, Global Talent & Human Resources

Atlantic Council
Washington, District of Columbia 20005

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