Talent Partner / HRBP

Population Services International, Washington DC, United States

Skill Required:, Business Development/ Resource MobilizationHR and Admin
Preferred Experience: 
7 to 10 Year
Closing Date for Applications: 
4th October, 2020

Job Description

Who we are

We’re Population Services International (PSI), the world’s leading non-profit social marketing organization. We work to make it easier for people in the developing world to be healthy and plan the families they desire by providing access to products and services that range from mosquito nets to HIV testing to contraceptives.

There are about 7,000 “PSI’ers” around the world. We’re an eclectic mix of people with a diverse range of backgrounds from the international health sector to the marketing industry to the behavior change field. PSI’s new global strategy focuses on improving consumer powered healthcare through shaping market systems, shifting policy and funding and strengthening global capacity.

Join us!

The Talent Partner, HR Business Partner works closely with business leaders to develop integrated talent solutions that balance the achievement of business goals with the development of team members. This position advises on strategies related to the full talent life cycle including but not limited to performance management, employee relations, change management, learning and development, compensation, and recruitment. As a member of the Talent Partner team, will collaborate on talent management and talent acquisition projects associated with attracting, developing and retaining diverse global workforce. May also provide full-life cycle recruitment for client groups on an ad-hoc basis.

Your contribution

  • Partners with and advises designated client groups on the development and implementation of workforce planning strategies that facilitate the achievement of business goals and enable the business to cultivate a high performing workforce. Develops strong relationships and an in-depth understanding of the client’s business, in conjunction with staying abreast of industry practices, to advise on strategies including recruitment, staffing, internal mobility, retention, performance, and team member development. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations including departmental health checks. (35%)
  • Advises managers on talent identification and proactive performance management throughout the year (e.g. performance discussions, coaching, counseling, providing feedback). Counsels managers, leaders, and team members on leveraging L&D programs, career mobility and advancement, development opportunities, and the identification of team and individual learning and development needs. Includes advising and coaching management on the resolution of day-to-day to complex employee relations issues. Reduces legal and reputational risks and ensures compliance by maintaining knowledge of legal requirements relating to HR. (35%)
  • Partners on and may lead HR initiatives, projects, and process improvements, promoting consistency in application across business units and geographic location. Specific programs include Compliance, Diversity Equity & Inclusion, Branding, and Onboarding. (10%)
  • Collaborates with cross-departmental HR leads to facilitate seamless integration of full talent life cycle service delivery to client groups. Manages and executes the HR administration/transaction processing for designated client groups. (10%)
  • In collaboration with HR colleagues, utilizes knowledge of the business, workforce, and industry practices to develop and implement change management strategies that facilitate a high performing culture that can adapt to change. Strategies will include but are not limited to communication, coaching, facilitation, and development of supporting materials (10%)
  • May lead full life-cycle recruitment process on surge capacity basis. Includes but not limited to recruitment kick-off, identifying and sourcing appropriate talent, interviewing, and developing offers in alignment with PSI compensation guidelines. Engages and proactively communicates with clients and candidates throughout the process. Maintains compliant recruitment records. (ad hoc)
  • These essential functions are not an exhaustive list of all functions the incumbent is expected to perform, but is instead a summary of the primary responsibilities for this role. The incumbent may be asked to perform functions not included in this job profile. PSI reserves the right to revise job profiles at any time based on business needs. Team members will be informed of any changes to their essential functions.

What are we looking for

The candidate we hire will embody PSI’s corporate values:

  • Measurement: You use hard evidence to make decisions and guide your work. You set clear goalposts in advance and explain clearly if you need to move them.
  • Pragmatism: You’ll strive to deliver the best possible result with the resources available. You won’t be paralyzed by a need to make things perfect.
  • Honesty: You own your mistakes and are open about your shortcomings – it’s the only way you’ll learn and improve.
  • Collaboration: You’ll quickly establish a mental map of whom you can rely on for what, on your team, at headquarters, and in our country offices – if you try to do it all yourself, you won’t succeed.
  • Trust: You accept limits to your sphere of control and give colleagues the benefit of the doubt.
  • Commitment: You are in it for the long-haul and want to grow with the organization, just like PSI serves its consumers and partners with host-country governments through thick and thin.

Knowledge, Skills and Abilities

  • Bachelor’s Degree in Human Resources, Business, Psychology or equivalent required, Master’s degree in human resources management or equivalent preferred. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) or equivalent certification credential preferred.
  • Requires at least seven (7) years of progressive talent management experience; preference for candidates with previous experience as an HR Business Partner and/or corporate recruitment professional.
  • Knowledge of federal/state employment laws and regulations as they apply to recruitment and selection requirement, including OFCCP. Strong knowledge of Affirmative Action.
  • Significant experience developing and maintaining client relationships in the face of conflicting demands.
  • Ability to help clients identify issues and trends, develop solutions and/or recommendations that reflect a balance of meeting business objectives and talentmanagement considerations.
  • Excellent communications and organizational skills with a high attention to detail and ability to maintain a high degree of confidentiality.
  • Proficiency with Microsoft Office Suite, various applicant tracking systems, excel, databases and social media.
  • Ability to tailor HR advice to client needs and present information to clients that considers business impacts and articulate the benefits for stakeholders.
  • Experience with non-profits, healthcare, or international development sector a plus.
  • Fluency in written and verbal communication skills; preference for candidates with French and/or Spanish language.
  • References will be required.
  • The successful candidate will be required to pass a background check.
  • Must be authorized to work in the United States.

Work Conditions & Physical Demands:

  • Essential functions are performed in a general office setting with low noise.


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