Director, Human Resources Partner Team

Senior Director, Human ResourcesWork Location:

Remote - USASchedule:

Full timeTo advance the purpose of InterVarsity, this position will provide strategic, systems-level leadership for the Human Resources function, partnering closely with leadership in HR and across the organization to support the design, evolution and execution of the organization's people strategy. The emphasis is on growing and stewarding HR as a proactive, trusted, and forward-looking partner to the Fellowship — cultivating a healthy and thriving organizational culture that advances ministry on campus.MAJOR RESPONSIBILITIES

Personal:

Be a maturing disciple of Jesus Christ: growing in love for God, God’s Word, God’s people of every ethnicity and culture, and God’s purposes in the world

Be a lifelong learner who prizes the discipleship of the mind, particularly staying current on issues of business practices within ministry, human resources, and talent management

Leadership:

Ensure the goals of all reporting functions align with InterVarsity’s Purpose Statement, Vision Statement, Core Values, Doctrinal Basis, and Strategic Initiatives

Serve as a strategic thought partner and builder, translating HR functions and processes into a coherent, executable people strategy in alignment with our mission and purpose

Participate in the development and implementation of strategic plan objectives and HR department strategies, goals, technologies, policies, and procedures

Develop long-range plans with measurable objectives for assigned HR functions

Provide systems-level leadership: diagnose root causes, surface interdependencies across functions, and design coherent, scalable people systems

Anticipate shifting workforce needs and position HR upstream, evolving the function toward proactive, strategic partnership that engages early and shapes strong outcomes

Strengthen the HR team’s strategic partnership and employee relations capabilities—establishing consistent, collaborative, and well-documented practices that are data-driven and best-in-class

Lead the design, administration, and continuous improvement of InterVarsity's compensation strategy, ensuring pay practices are internally equitable, externally competitive with nonprofits and ministries, and aligned with InterVarsity's mission, values, and stewardship commitments

Supervision:

Recruit, hire, train, develop, supervise and retain qualified HR staff

Build an effective team by facilitating strong collaboration, and championing the understanding of organizational interdependencies

Design and continually refine the HR operating model—establishing clear, focused roles and lanes of ownership, sound accountability structures, and dedicated capacity so the team can prioritize optimally in partnership with key stakeholders, with a high emphasis on supporting the mobilization of our campus ministries

Ensure policies, procedures, and HR programs are consistently administered and aligned with our mission, organizational goals, and in compliance with industry standards and legal requirements

Ensure that assigned HR team equips the movement as a center of excellence, stewards resources, provides strategic information, and delivers value-adding services to staff directors and staff

Foster an environment of spiritual growth among the HR team

Collaboration:

Build trusted, high-credibility partnerships with senior leaders across all organizational lines—bringing high emotional intelligence and strong relationship-building skills to advance strategic projects and change initiatives across the Fellowship

Provide HR Policy guidance and interpretation to Staff Directors and staff across InterVarsity. Advise leadership of new developments in HR policies, procedures and programs, and employment laws

Partner with Staff Directors and Staff on HR and employment related projects and issues

Identify training needs for Staff Directors and Staff; facilitate point-in-time coaching and training sessions on HR related topics

Build strong working relationships with People Operations leaders to ensure an integrated approach to deliver value added service and strategic counsel to the Fellowship

Maintain an effective level of literacy of the various InterVarsity ministries, initiatives, and contexts

Lead change in a way that honors people—translating organizational and structural change into clear, concrete implications that engage and support staff along the journey

Administration:

Assist in developing and managing annual HR budgets

Assess and anticipate HR-related needs; recommend new or revised systems, programs, and procedures to improve the efficiency and effectiveness of the HR department

Ensure compliance with all applicable federal and state employment related legal requirements and InterVarsity policies and procedures; assist in mitigating legal risks, and partner with the Legal department as necessary

Participate in professional development sessions, conferences and seminars

Use people data—including staff survey results, HCM data, and workforce trends—to inform priorities, anticipate risks, and ground recommendations in evidence rather than assertion

Fund Development:

Develop a team of prayer and financial support

Raise an agreed-upon amount of financial support

Establish and nurture ministry partner relationships through visits, phone calls and regular prayer letters

Communicate regularly with direct reports concerning their fund development responsibilities

Work Environment/Physical Requirements:

A designated workstation at the NSC or a remote office

Required travel includes but is not limited to: People Operations and HR meetings, Ministry Partnership Development meetings, training sessions, and conferences

Regularly required to communicate with others, and routinely use standard office equipment such as computers, phones, photocopiers, filing cabinets, etc.

QUALIFICATIONS

Annually affirm InterVarsity’s Statement of Faith

Thorough knowledge of, or the ability to learn: the purpose, vision, ministries and policies of InterVarsity

Bachelor’s degree in HR, management, business or a relevant field, a minimum of 12 years of progressive HR experience, and 7 years of management experience is required

An advanced degree in a relevant field and an HR professional certification is strongly preferred

Demonstrated experience implementing and managing successful HR programs

Strong HR Business Partner experience across a variety of industries; experience in service-oriented or non-profit industries strongly preferred

Demonstrated strategic and systems thinking—the ability to diagnose root causes, see interdependencies, and design coherent people systems rather than one-off fixes

High emotional intelligence and exceptional relationship-building skills, with a proven ability to build trust and credibility across all levels of an organization

Proven ability to partner with and co-build alongside senior leadership and key stakeholders, translating high-level vision into executable strategy and operating reality

Demonstrated change-management capability, including the ability to translate organizational and structural change into clear implications for individual roles

Experience designing or redesigning HR operating models, employee relations functions, and HR Business Partner structures is strongly preferred

Demonstrated spiritual maturity; some level of ministry experience is preferred, including in a volunteer or lay-leadership capacity (e.g., serving as a lay leader in a local church)

Strong working knowledge of applicable federal and state employment law requirements

Leadership skills, including negotiation, problem solving, decision making, and delegation

Excellent communicator, relationship builder, and team player who is able to collaborate effectively with all levels of staff, management, and members of the community

Ability to synthesize and deliver complex information to diverse audiences both verbally and in writing

Strong analytical skills with a high capacity for managing complexity

Strong cross-cultural abilities, and a demonstrated ability and commitment to work in a diverse team environment

Experience in conflict resolution and mediation

Ability to handle all matters in a confidential manner

A working knowledge of current Microsoft software applications

Ability to travel as required

Benefits:

We offer a competitive benefits package, including health care and retirement savings with a match. Eligibility is based on employee type and hours worked. Benefits include the following:

403(b) Retirement Savings Plan

403(b) matching contributions

Dental insurance

Employee assistance program

Employee discounts

Flexible work schedule

Flexible spending accounts

Health insurance

Health savings account

Life insurance

Paid time off

Parental leave

Professional development assistance

Vision insurance

Equal Employment Opportunity:

InterVarsity Christian Fellowship/USA is both an equal opportunity employer and a faith-based religious organization. We conduct hiring without regard to race, color, ancestry, national origin, citizenship, age, sex, marital status, parental status, membership in any labor organization, political ideology, or disability of an otherwise qualified individual. The status of InterVarsity Christian Fellowship/USA as an equal opportunity employer does not prevent the organization from hiring staff based on their religious beliefs so that all staff share the same religious commitment. Pursuant to the Civil Rights Act of 1964, Section 702 (42 U.S.C. 2000e 1(a)) InterVarsity Christian Fellowship/USA has the right to, and does, hire only candidates who agree with InterVarsity’s Statement of Agreement: Purpose and Doctrinal Basisbecause InterVarsity believes that each and every staff plays a vital role in advancing InterVarsity’s mission and purposes.

Originally posted on Himalayas