Chief Human Resources Officer (CHRO)

The Chief Human Resources Officer (CHRO) is a pivotal member of the executive leadership team, tasked with designing, developing, and advancing the organization’s global human resources strategy. This position requires a visionary leader with substantial expertise in both U.S. and international HR practices, particularly in the realm of government contracting and grants. The CHRO will lead HR initiatives that align with the organization's mission, drive business objectives, and ensure compliance, while also fostering a culture of diversity, inclusion, and innovation. The CHRO will serve as a strategic counselor to the CEO and senior leadership on all HR-related matters, driving organizational success through a strong HR function. 

1. Strategic Leadership:

• Design, develop, and implement a comprehensive HR strategy that aligns with the organization’s business goals and promotes continuous improvement in HR practices.
• Revise and elevate HR policies, procedures, and practices to reflect organizational growth, industry advancements, and best practices.
• Partner with the COO and executive leadership team to provide strategic counsel on business decisions, ensuring alignment between business strategies and HR initiatives.
• Lead organizational development and change management efforts to build an agile, engaged, and future-ready workforce.

2. Operational Excellence- U.S. and Global HR Management

• Oversee all operational aspects of the HR function, including talent acquisition, U.S. and global operations, employee engagement programs, employee relations, compensation and benefits, performance management, and HR compliance.
• Design, develop, and continuously refine the HR infrastructure by creating and updating policies, programs, and initiatives that drive operational efficiency. This includes implementing scalable HR systems and processes that are responsive to the organization’s evolving needs, ensuring alignment with strategic goals, and fostering an adaptable and resilient workforce capable of meeting future challenges.
• Ensure the efficient and effective delivery of HR services and programs across all regions, optimizing processes for enhanced performance and outcomes.
• Manage and mentor a global HR team of 30+ professionals, fostering a culture of high performance, collaboration, and continuous improvement.

• Lead HR operations both domestically and internationally, ensuring consistency in HR policies and practices while adapting to local regulations and cultural nuances.
• Build and nurture cross-cultural relationships, promoting a collaborative and inclusive work environment across global offices.
• Provide expertise in international labor laws, employment standards, and workforce planning, ensuring compliance with all legal and regulatory requirements in every operating region.

3. Cross-Functional and Cross-Cultural Collaboration:

• Collaborate with other departments, including Legal, Finance, and Operations, to drive integrated solutions that support overall organizational goals.
• Serve as a strategic advisor and counselor to the CEO and leadership team, providing guidance on HR-related matters and their impact on business operations.
• Develop and maintain strong relationships with key stakeholders, including employees, management, and external partners, ensuring alignment and successful execution of HR strategies.
• Champion diversity, equity, and inclusion (DEI) initiatives, embedding these principles in all HR practices and organizational culture.

4. Employee Relations and Ethics:

• Lead the development and implementation of employee relations strategies that promote a positive workplace culture aligned with the organization’s values.
• Ensure adherence to ethical standards and practices within HR operations, fostering a culture of integrity, accountability, and transparency.
• Address employee relations issues with sensitivity to cultural and language diversity, ensuring fair and equitable treatment of all employees.

5. Government Contracting and Grants Management:

• Provide leadership and oversight of HR practices related to government contracting and grants, particularly with agencies such as USAID and other governmental bodies.
• Ensure HR policies and practices meet the stringent compliance and reporting requirements associated with government contracts and grants.
• Leverage experience with USAID and other governmental agencies to guide HR’s role in supporting program delivery and ensuring contract compliance.

6. Business Acumen and Impact:

• Demonstrate strong business acumen by understanding and articulating the impact of HR strategies on the organization’s financial performance and operational effectiveness.
• Provide data-driven insights and HR metrics to inform decision-making and ensure HR initiatives contribute to business outcomes and add strategic value.
• Act as a key advisor to the CEO and executive team on HR-related matters, providing strategic counsel and recommendations that support overall organizational success.

• Master's degree and 15+ years' relevant experience or equivalent combination of education/experience, including 12 years of management experience. Bachelor's degree and 17 years of experience including 12 years of management experience.
• Significant experience in US government contracting and grants.  As well as managing the expectations of c-suite leaders with prior experience leading global teams with at least 10  departmental staff members. 
• Proven track record of leading HR in a complex, global environment with a diverse workforce.
• Deep knowledge of U.S. and international labor laws and HR best practices.
• Strong experience working with USAID and other governmental agencies.
• Exceptional leadership, communication, and interpersonal skills, with the ability to build and maintain relationships across functions and cultures.
• Sensitivity to cultural and language diversity, with a commitment to promoting DEI initiatives.
• Strong business acumen, with the ability to align HR strategies with business objectives.

The salary for this position is determined based on a wide variety of factors including but not limited to an individuals skill sets, experience, training, certifications, education, as well as business needs and internal equity. At Pact, employees are typically not hired at the top of the range for their role and compensation decisions are made based on the aforementioned circumstances. A reasonable estimate of the current range is $200,000-280,000