Senior Director, HR Solutions

Rockefeller Philanthropy Advisors (RPA) is a nonprofit organization that currently advises on and manages more than $400 million in annual giving by individuals, families, corporations and major foundations. Rockefeller Philanthropy Advisors accelerates philanthropy in pursuit of a just world. Continuing the Rockefeller family's legacy of thoughtful, effective philanthropy, RPA remains at the forefront of philanthropic growth and innovation, with a diverse team led by experienced grantmakers with significant depth of knowledge across the spectrum of issue areas. Founded in 2002, RPA has grown into one of the world's largest philanthropic service organizations and, as a whole, has facilitated more than $3 billion in grantmaking to nearly 70 countries. RPA serves as a fiscal sponsor for more than 120+ projects, providing governance, management and operational infrastructure to support their charitable purposes. For more information, please go to www.rockpa.org.

Role Overview

The Sr. Director is responsible for overall leadership and direction of the global HR Solutions function and plays a key role in the development of current strategy, standards and best practices in HR Technology (HRIS), HR Data and Analytics, and global Total Rewards (Compensation & Reward, Payroll and Benefits); and the creation of a roadmap to further evolve and enhance future HR Solutions. As a key accountability, the Sr. Director oversees the effective implementation, use and return on investment for RPA's Human Resources Information System (Workday). The Sr. Director also participates as a member of the HR Leadership team and a senior staff member in the strategic planning and development for HR at Rockefeller Philanthropy Advisors.

Role Core Accountabilities (are the critical activities and results the position is held accountable to produce)

Leadership and Direction

Communicate and oversee the actions needed to implement the organization's HR Solutions strategy and programs, while coaching the Solutions team to understand the alignment of this functional area with the wider HR and RPA organizational strategy; explain the relationship to the broader organization's mission, vision, and values; motivate people to commit to these and to doing extraordinary things to achieve organizational goals. Upskill the broader HR team to understand HR Solutions subject matter and to support internal partners/clients with their related needs. As a Senior Director, contribute as a member of the RPA HR Leadership team to the design and execution of the broader HR strategy.

CoE Strategy and Execution

Lead the development and implementation of the strategy for HR Solutions across a portfolio that includes, but is not limited to, HR Technology, Data and Analytics and Total Rewards. Anticipate, identify, escalate and autonomously resolve whenever possible a range complex issues, challenges, and opportunities, while ensuring integration with wider functional and organizational strategy.

Total Rewards: Compensation and Recognition Strategy & Execution

Develop and lead the US and global (including executive level) compensation, incentive and recognition/reward philosophies, benchmarking, structures and processes for RPA core employees. Ensure the needs of internal stakeholders are met, clarify the financial, business performance, and behavioral parameters; partner with other CoEs to effectively deliver outcomes (e.g. Organizational Effectiveness and Performance Management) and ensure compliance with legal requirements and RPA's Core Principles (Mission, Values, DEI Statement). Provide effective recommendations and support to RPA leadership, Board and remuneration committee to guide organizational decision making. Evolve the services and support provided by RPA to internal partners/clients (e.g. fiscally sponsored projects) related to compensation and recognition/reward.

Total Rewards: Benefits and Payroll

Partner with the Director, Total Rewards (Payroll and Benefits) and RPA's global Professional Employee Organization (PEO) to lead the strategy for, and delivery of, all employee payroll processes and benefit programs (US and Global), ensuring the needs of internal stakeholders are met and ensuring compliance with legal requirements and DEI Guiding Principles and RPA's Core Values and Mission. Design and manage annual reviews; specify and communicate the review objectives, process, timing, criteria, and financial parameters; monitor and report on outcomes, initiating remedial actions where appropriate.

HR Technology Strategy

Create and lead the strategy for HR technology to support and deliver the overall HR functional strategy and services roadmap. Identify systems and solutions that serve the needs of the HR function and wider organization, enabling efficient and effect HR services, an enhanced internal partner/client and employee experience, and foster a data-centric approach for talent-related business decisions. Understand and collate business requirements and create compelling business case documentation to guide leadership and to support investment decisions.

Human Resources Information System (Workday)

Lead the implementation and maintenance of HRIS system (Workday) that meets the needs of the organization (across functionality such as human capital management, payroll and absence, benefits, talent optimization and more). Lead efforts to ensure RPA is maximizing return on investment related to Workday, identify additional functionality to add value to the organization and determine how Workday can be used to generate revenue and further serve the needs of internal partners/clients (e.g. fiscally sponsored projects).

HR Data and Reporting

Ensure the HR function and RPA more broadly has robust reporting capabilities and data analytics to support all people, talent and employment related decision making. Leverage technology and best practices to provide timely and accurate information to support leaders and teams across the organization. Coach leadership on applying data-centric mindset to drive enhanced decision-making practices.

Policy Development & Implementation

Develop HR Solutions policies and help develop policy frameworks. Take responsibility for creating underlying procedures and monitoring their implementation. Conduct research, analysis, and modeling to support the design of competitive and impactful programs and solutions. Evaluate and modify existing programs, policies, and procedures; develop and implement new policies, and procedures where needed.

External Consultant or Contractor Engagement

Oversee the selection and management of external vendors, consultants or advisors to deliver key projects and BAU services related to HR Solutions; ensure that business objectives and requirements are clearly understood and monitor outcomes, taking appropriate remedial action where necessary. Maintain external relationships with vendors and advisors.

Complexity and Problem-solving

• Use expertise to act as the organizational authority on managing projects and/or programs within the HR Solutions function.

• Use expertise to act as the organizational authority in HR Solutions on developing, monitoring, interpreting, and understanding policies and procedures, while making sure they match organizational strategies, objectives and Core Principles.

• Work at an advanced level to provide guidance and training to others on analyzing data trends for use in reports to help guide decision-making.

• Use comprehensive knowledge and skills to work independently while providing guidance and training to others on developing, monitoring, interpreting, and understanding policies and procedures, while making sure they match organizational strategies and objectives.

• Work at an advanced level to navigate challenging dynamics between stakeholders and team interests.

• Work at an advanced level to prioritize components of a project, program, or portfolio work in context with risks, activities, stakeholders, etc. across the life of the project.

Supervisory Responsibility

• Responsible for all decisions related to the management of the HR Solutions team regarding personnel actions, acquisitions, and utilization of resources, procedures, and control systems and direct leadership for the following: HR Data and Analytics/HRIS, and Total Rewards team (Payroll and Benefits).

• All facets of this position are self-directed within the policies and procedures approved by the CHRO & SVP, People and Culture.

• This position is responsible for the development of HR Solutions budgets for all current engagements and new proposals, contracts, subcontracts, and service agreements. Closely monitors adherence to budget and adjusts accordingly, both internally and with the client.

• This position is responsible to the CHRO & SVP People, and Culture for the organization's fiscal management and in this capacity rules on the allocation of expenditures.

Desired Qualifications and Experience

• A bachelor's degree in Human Resources, Business Administration, or a related field; a master's degree is preferred, or equivalent work experience required.

• Experience at a senior level in HR Technology and Total Rewards (inc. Compensation benchmarking) with increasing responsibility and proven effectiveness is required. Working knowledge of U.S. federal and state and international regulations related to areas of leadership.

• Experience leading implementation of Workday is required.

• Substantial general work experience together with comprehensive job-related experience in own area of expertise to an advanced level. (12 or more years)

• Knowledge and experience delivering desired functional leadership within the non-profit, philanthropy or fiscal sponsorship preferred.

• Management experience is required. International experience is strongly preferred.

Travel Requirements

• Some travel may be required.

The incumbent in the role must demonstrate a commitment to RPA's Mission and Values:

At Rockefeller Philanthropy Advisors, our mission is to accelerate philanthropy in pursuit of a just world, by providing deep global expertise to make philanthropy more thoughtful, equitable and effective.

• We believe that philanthropy can help create a better world.

• We make decisions that center people and communities.

• We believe philanthropy has a responsibility to pursue equity.

• We uphold the highest standards of integrity and trust.

• We are committed to learning and sharing knowledge.