Chief Human Resources Officer
Seattle, WA, USA | Bill & Melinda Gates Foundation
Industry:Philanthropy & Fundraising
Job Description:70 people have viewed this job
The Chief Human Resources Officer (CHRO) provides human capital leadership to align the Foundation’s strategic priorities with the necessary people capabilities to deliver on the Foundation’s missions and business objectives. As a trusted advisor and coach to the CEO and the Executive Leadership team, the CHRO is responsible for all facets of Human Resources and will often lead significant change initiatives that impact organization growth, strategy implementation, or cultural transformation. Specifically, this role will be responsible for the success of all areas within HR, including talent management and acquisition, total rewards, diversity, equity and inclusion, and organizational development. An important focus will be on driving process, accountabilities and operational efficiencies across the function. This role reports to the Chief Operating Officer and is a member of the Executive Leadership team, as well as a key member of the Operations management team.
Reporting line to Chief Operating Officer
4-12 at Director, Deputy Director level including Directors of Organizational Development, Talent, Diversity, Equity & Inclusion, HRBP's, and more.
Team of 62 FTEs – and 30 contingent workers (e.g PT coaches, Temp recruiters)
Other key relationships:
Division Presidents of Global Health, Global Development, Global Growth and Opportunity, Global Policy and Advocacy, and US Programs
Deputy Director Global Compensation & Benefits
Leaders of subsidiary businesses, e.g., Gates Medical Research Institute
Key Deliverables and Accountabilities
The responsibilities of this position include but are not limited to:
Strategy: Lead the function's strategic direction, and partner with program and operational leaders to understand program and business strategies, annual priorities, and Foundation business practices. Ensure alignment of HR strategy, priorities and business plan. Responsible for developing and implementing an aligned people / talent strategy that delivers on the business goals of the Foundation. Effectively communicate, stand behind and execute the HR strategy.
Leadership: Lead and manage a team of people managers across all HR specializations including Development (Talent and Organization Development, Talent Acquisition), Total Rewards (Compensation, Benefits, Mobility), Platforms (HR Operations / Applications), Strategy & Analytics, and HR Business Partner Consulting. Responsible for hiring talent, communicating performance expectations, providing feedback and coaching, and supporting employee development. Further the Foundation’s diversity and inclusion agenda. Clearly define the roles, responsibilities, and accountabilities for the team.
Advisory: Serve as an advisor and coach to the Chief Executive Officer and the Executive Leadership Team; provides technical expertise and leadership for organizational and team effectiveness, leadership development, talent and culture while providing proactive, pragmatic solutions and alternatives.
Operations: Execute the HR strategy and business plan as a hands-on operational leader, including setting clear goals, prioritizing work, making decisions, and ensuring accountability across all HR specializations.
Collaborate and develop shared priorities and strategies in partnership with the business operations executives (CFO and COO) to create an integrated approach to operational efficiency in the context of the Foundation’s unique operating model.
Drive a more sophisticated and contemporary approach to global compensation and benefits.
Work closely with the Deputy Director of Global Compensation & Benefits to evolve the Foundation’s strategies and operational capabilities as regards international mobility arrangements.
Lead efforts as they relate to change management and organizational transformation activities and drive operational efficiencies where necessary.
Apply a sustained business and stewardship lens when developing compensation, benefits and people strategies in furtherance of supporting the Foundation’s mission.
Drive business results through the establishment of key metrics and success measures that ensure accountability, and improve quality and operational efficiency, with a focus on levers that enable continuous improvement. Identify risks and midcourse corrections in strategy as the organization evolves.
Compliance: Ensure business processes comply with regulatory and legal requirements globally to minimize risk to the organization.
Competencies/Key Attributes and Experiences
20+ years of HR experience or mix of business and HR leadership credentials; with prior experience leading HR for a global organization.
Deep technical HR expertise and past experience overseeing the full HR suite including Talent and Development, Total Rewards, HR Operations, Strategy & Analytics and HR Business Partners.
In addition to all-around HR expertise, proficiency in Compensation and Benefits is required.
Robust global or international experience across emerging and developed geographies.
Practical exposure to planning and driving organizational transformation as it relates to operational efficiencies, people capabilities and culture change.
Reputation for driving HR best-practice in mid-sized organizations.
Proven experience providing business value to the enterprise and to leaders and their organizations as a client facing business partner.
Track record of leading from the front, driving accountability across the HR function; and a hands-on approach to problem solving.
Ability to build trust and good faith with a broad range of stakeholders, including the CEO and Executive Leadership Team. Able to critically analyse, challenge and push back appropriately.
Ability to listen effectively, learn quickly, and adaptively lead to flexibly deploy HR resources to manage and sustain change and address issues when they arise.
Experience successfully creating and implementing a holistic enterprise talent strategy.
Strong business acumen combined with a focus on driving results.
Excellent organization skills, attention to detail, along with the ability to manage multiple and competing demands.
Foundation-first mindset, and strong decision-making skills with the fortitude to see the decisions through.
Perseverance in tackling difficult, complex problems, and gaining multiple perspectives before making a call.
Strong people manager and passionate about building diverse, collaborative teams.
Ability to work at pace and engender the same ways of working within the extended team.
Bachelor’s degree required; Master’s degree preferred.
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