Food For The Poor, one of the largest international relief and development organizations in the nation, does much more than feed millions of the hungry poor primarily in 17 countries of the Caribbean and Latin America. This interdenominational Christian ministry provides emergency relief assistance, clean water, medicines, educational materials, homes, support for orphans and the aged, skills training and micro-enterprise development assistance. "Join us in our mission to serve the poorest of the poor."

The HR Business Partner (HRBP) helps align Food For The Poor’s people strategy with its business strategy. The HRBP is an administrative expert and a people champion, but also a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.

• Strategic planning - helps the organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include: Reskilling and upskilling (identify training needs and assist the L&D function in aligning training programs with business objectives), Strategic workforce planning (ensure the company’s workforce has the right size, shape, cost, and agility for the future) and Succession planning (select and develop key talent to ensure there are talents to fill in critical roles).
• Coaching and consulting leadership about HR matters - has a clear understanding of the way current and future challenges affect the people at their organization to provide effective advice and coaching to key stakeholders. Aim to empower leadership to handle any people matters in the organization. Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary. Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance. Provide guidance on the creation and implementation of HR processes and policies.
• Building a competitive organization - help the organization win clients and acquire and retain the best talent. Plays an important role in making sure that the business can strategize, train, and adapt to develop the best product/service. Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.). Helping line managers deal with organizational, people, and change-related issues. Optimizing organizational design to increase productivity and improve performance of the business. Ensure the business can attract and retain the best talent. Collaborates with other HR team members on implementing innovative and inclusive recruitment strategies. Develops or assists in developing a future-proof compensation and benefits strategy. Implements reward and recognition interventions to increase bottom-line results and employee engagement.
• Be a company culture and employee experience champion - Helps build and maintain a strong organizational culture, as well as continuously improve the employee experience. Provide advice and suggestions for culture-related initiatives, such as cultural transformation. Implement HRM interventions on employee wellness, diversity and inclusion, or talent management. Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.

Skills:

• Great communication and presentation skills.
• The role will be Hybrid (minimum one day a week onsite weekly).
• Superb problem-solving skills.
• A good understanding of the many disciplines within HR, including diversity and inclusion, performance management, compensation and benefits, talent management, employee and union relations, etc.
• Excellent stakeholder management and developing good work relationships across the organization.
• Good change management and project management capabilities.
• Bilingual skills desirable (Spanish, French, Creole).
• Proficient with Microsoft Office Suite (Outlook, Word, Excel, and PowerPoint).

Experience

• Professional in Human Resources (PHR) certification/SHRM-CP/SHRM-SCP preferred. Great Data literacy. Ability to read and interpret dashboards and reports containing complex data; Understanding of HR analytics techniques.

Behaviors

• Team Player: Works well as a member of a group
• Functional Expert: Considered a thought leader on a subject

Motivations

• Self-Starter: Inspired to perform without outside help