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Human Resources Director
Mennonite Central Committee
Akron, Pennsylvania, United States
Date Posted: 08/04/2008
Job Type: Full-Time
All Mennonite Central Committee (MCC) workers must have a personal Christian Faith, be active members of a Christian church, and be committed to the teaching of nonviolent biblical peacemaking.
Candidates of a gender or ethnic group typically underrepresented in this type of MCC assignment are encouraged to apply.
The MCC Human Resources Director leads a 16-member department and facilitates a network of practitioners across the agency that together carry out the human resource function of MCC, including recruitment, screening, placement, training and care of workers; compensation and benefits administration; personnel policy development; and maintenance of personnel data. The HR Director provides leadership to establish standards of practice, set goals, build capacity of staff to engage in HR activities and tests and helps scale successful innovations for the entire agency.
1. Bachelor's Degree required, Master's Degree preferred.
2. At least five or more years of experience in personnel management and/or supervisory experience.
3. Significant experience with HR processes.
4. Demonstrated superior verbal and written communication skills.
5. Demonstrated strong analytical, problem-solving and negotiation skills, preferably in an environment with multiple departments and dispersed personnel.
6. Demonstrated excellent interpersonal relationship and teambuilding skills.
7. Demonstrated commitment to diversity / anti-racism.
8. Knowledge of MCC and/or of MCC's Mennonite/BIC constituency preferred.
9. Appreciation of the value of MCC's diverse constituency.
10. Knowledge of/or ability to adapt to MCC organizational structure and collaborative decision-making processes.
11. One or more of the following are preferred:
* Knowledge of human resources legal requirements
* Experience in systems analysis
* Cross-cultural work experience
* Prior Christian service experience
12. Essential characteristics include the following: trustworthy, an inquiring mind, self assured and empathetic.
The Human Resources Director carries key responsibility for the human resource function for MCC activities internationally and in the binational office. The Director leads a 16-member HR Department and helps facilitate (along with HR leadership in National Offices) a network of HR practitioners across the entire agency. Key functions of the HR Department include recruitment and screening of candidates, placement and ongoing care of workers, administration of compensation and benefits, MCC system-wide orientation and personnel policy development, and maintenance of personnel data. The Director plays a leadership role in promoting organizational diversity, including monitoring data and trends in diversity and bringing these to the attention of MCC governing bodies.
The work of helping facilitate an agency-wide HR network includes helping the network to:
1. Establish standards of practice
2. Set HR goals
3. Assess progress toward these goals
4. Build capacity of members to carry out HR functions effectively
5. Promote mutual learning among members
6. Reduce duplication of effort across the system
7. Act as a clearing house for information sharing across the system
8. Test and scale successful innovations
The Director is supervised by the MCC Associate Executive Director and is accountable to a steering committee comprised of the executive directors of MCC, MCC U.S. and MCC Canada. On-site visits to provincial and regional offices and travel to Executive Committee and Board Meetings will be expected of the Director. The Director is expected to travel up to 25-30 percent of the time--mostly in North America--to help facilitate the HR Network.
1. Departmental Leadership: 70%
* Leadership of HR Department's annual planning process and its implementation.
* Direct supervision of the HR Generalist, three Assistant Directors, the Personnel Development Administrator, the HR Information Specialist and an Administrative Assistant.
* Lead in the recruitment and placement of international program leadership positions and senior staff positions.
* Oversight of HR Department's functions:
o recruitment for programs internationally
o screening and placement of applicants
o personnel development
o performance evaluations
o worker care
o personnel policy development and administration
o personnel statistics and record-keeping
o compensation and benefits
* Represent core values of organization to applicants, staff and alumni interested in serving with MCC.
* Coordinate Human Resources staff participation in responding to personnel crises.
* Liaison with International Program Department.
2. Network Facilitation: 20%
All network facilitation functions are carried out jointly with the HR Director in MCC Canada (and in the future with MCC U.S. HR Director). As such, all duties below are carried out as part of a team.
* Participation on the HR Administrators Team and liaison with MCC human resources staff in other offices: MCC Canada, MCC provincial offices, MCC U.S., MCC regional offices.
* Oversight of the development and implementation of a long-range, strategic, measurable network-wide recruitment plan.
* Oversight of development of agency-wide technology advancement to make recruitment and tracking of candidates and workers more efficient and user friendly.
* Leadership of HR network in developing best practices with a measurable goal for meeting the expectations of program staff in areas of customer service.
* Establishment of communications procedures to engage regional, provincial and national (as needed) executive directors around personnel crises involving workers on assignment who are from their jurisdictions.
* Oversight of development of an agency-wide competency framework for all MCC positions.
* Leadership of diversity and inclusion promotion across all MCC jurisdictions.
* Seeking of training and development opportunities for network practitioners.
* Leadership of definition and refinement of HR tasks that should be done centrally or in a decentralized way.
3. Other Tasks: 10%
* Participation on the Human Resources Policy Review Committee and in meetings of the board-level Personnel Policies Committee. Participation in the development of policy that reflects the organization's beliefs and values.
* Participation in Advisory Council Meetings.
* Preparation and presentation of verbal and written reports for MCC Executive Committee and Board and MCC U.S. Board.
* Participation in classification committee for MCC binational assignments.