Director of Human Capital

Location: New York, NY

Type: Full Time

Min. Experience: Executive

ABOUT 100 RESILIENT CITIES:

100 Resilient Cities – Pioneered by The Rockefeller Foundation (100RC) is a new organization dedicated to helping cities to be better prepared for and quickly rebound from 21st century shocks and stresses. Over the next few years, 100 Resilient Cities will select and work with 100 member cities from around the globe for whom it plans to provide four kinds of value, to start: 1) Financial and other support for putting in place a new city resilience leader, a Chief Resilience Officer; 2) Support for development of a robust resilience strategy; 3) Management of a peer-to-peer network of member cities who can learn from and help each other; and 4) Connecting member cities to solutions, service providers, and other partners who can help them to implement their resilience strategies.

ABOUT THE ROLE:

100RC is hiring a Head of Human Resources, a seasoned professional who is passionate about building an extraordinary organization that seeks to catalyze a global movement in urban resilience.  To do this, 100RC is building a new community of urban resilience practitioners, which begins with investing in our own team to make this change happen.

In the last two years, our team has grown exponentially and expanded to two new geographies (London, Singapore) in addition to our headquarters in New York.  The Head of HR’s role is to leverage the global team’s expertise, as well as the unique culture 100RC has built, and serve as the ultimate business partner to our staff globally.

The successful candidate will be a strong coach with an ability to diagnose challenges in a team.  S/he is a problem-solver above all else, a direct and candid communicator, and a thoughtful and diplomatic change agent who understands there are tensions to balance in this kind of diverse, global organization.  S/he is an expert in understanding organizational dynamics, and creating the right structures to address challenges that are inherent in a geographically and functionally diverse team.  S/he is a natural manager able to direct our teams and senior leaders through complex and changing environments.

Specific responsibilities include:

  • Lead all elements of strategy design and execution for 100RC’s internal staff training and development. S/he will be leading the annual design of our staff training strategy, including budgets, and delivery of programs and processes.  The successful candidate will take a thoughtful and strategic approach to prioritizing these initiatives each year, informed heavily by 100RC’s organizational goals over the next few years.
  • Partner with the President, Chief Operating Officer, Chief of Staff and other executives on potential organizational design. Focus on future goals of the organization and the talent structure needed to support the value proposition over the next two to five years.
  • Oversee execution of our HR strategy.  Deliver standard processes (performance management, talent assessment, annual promotions and compensation review) across a global team, ensuring appropriate level of transparency in how HR works and incorporating input and decision-making at varying levels of the organization. 
  • Drive employee engagement.  Develop the best tools to understand employee engagement and feedback and share those insights with senior leadership on a consistent basis with a solutions-oriented approach. 
  • Primary lead on recruitment – manage all searches and work closely with the leadership team to ensure the best fit of both core functional competencies and personal commitment to 100RC’s work.

Desired Qualifications and Experience:

  • Minimum of 10 of HR Business Partner/Generalist experience across a range of competencies.
  • Bachelor’s degree is required; a relevant advanced degree is strongly preferred.
  • The successful candidate will have achieved sufficient seniority, including presence and gravitas, to have been a key strategic business partner to influence senior management on HR issues.
  • Strong relationship skills and versatility to interact effectively with employees and senior management
  • Experience in a fast-paced, multi-national organization is strongly preferred, particularly one with operations globally.
  • Direct professional experience in urban/resilience issues, is preferred
  • Strong interpersonal skills: a candid and assertive team player with a sense of humor
  • Excellent written and oral communication skills to communicate HR initiatives in an engaging and succinct way, and most importantly being willing to take and defend a point of view
  • Excellent management skills that bring out the strengths of others; demonstrated ability to coach others to help them to be highly effective leaders in their own right.
  • A natural intellectual curiosity and ability to build a strong network of relationships with thought leaders in this space, and the capacity to effectively enlist and engage leading thinkers and doers to support our work.
  • A spirit of optimism and resilience that allows you to move through challenging circumstances
  • Extensive experience in staff development, senior-level coaching and organizational design
  • Experience in compensation and benefits, including benchmarking processes and an understanding of international benefits components
  • Experience in employment law in a range of geographies that demonstrates an understanding of the right questions to ask and where to get the answers, ensuring we are compliant with local practices.
  • Dedication to working within the non-profit sector, with an understanding of the sector’s inherent challenges; prior experience in the sector – as a team member, volunteer, or board member is desirable
  • Must be authorized to work in the U.S.

100 Resilient Cities is an Equal Opportunity Employer

100 Resilient Cities is committed to the principles of equal employment opportunity and to compliance with all federal, state, and local laws concerning employment discrimination, including the Americans with Disabilities Act. To this end, 100 Resilient Cities ensures equal opportunity to all employees and applicants regardless of race, color, age, gender, sexual orientation, religion, marital status, national origin or ancestry, citizenship, lawful alien status, physical, mental, and medical disability, veteran status or liability for service in the United States Armed Forces.

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