Senior Human Resources Manager

Company Overview

The Center for International Private Enterprise (CIPE) strengthens democracy around the world through private enterprise and market-oriented reform. CIPE is one of the four core institutes of the National Endowment for Democracy and is an affiliate of the U.S. Chamber of Commerce. Since 1983, CIPE has worked with business leaders, policymakers, and civil society to build the institutions vital to a democratic society. CIPE’s key program areas include Enterprise Ecosystems, Democratic Governance, Business Advocacy, Women’s Economic Empowerment, Anti-Corruption & Ethics, and Trade.

Position: Senior Manager, Human Resources

Reports: Director, Human Resources 

Scope: CIPE is seeking a full-time, exempt Washington D.C. based Senior Human Resources Manager. The Senior Human Resources Manager’s responsibilities include managing the day-to-day human resources needs with an emphasis on human resource strategy, compensation, performance management, human resource and organizational policies, training and development, and employee relations. This position will heavily focus on Strategic Human Resources Management and Employee Relations.

Responsibilities: 

• Administers the equal employment opportunity and affirmative action programs, when applicable.

• Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management. 

• Participates in quality assurance activities.

• Maintains an attitude and philosophy consistent with the company’s standards.

• Handles discipline and termination of employees in accordance with company policy.

• Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. 

• Collaborates with executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management

• Manage employee relations and staff administration tasks 

• Work with the Human Resources Director (HRD) to identify and architect the department’s objectives and goals for the HR team to organize their work based on and to work towards

• Work with the Human Resources Director (HRD) to develop a strategy, objectives, and metrics for the HR team to determine their performance and organization effectiveness 

• Work with HR Manager to research, develop, and implement new HR policies and organizational strategies when applicable 

• Identify areas of improvements and possible programs that focus on employee branding and employee wellness

• Identify and suggest procedure and policy updates and improvements for more effective functioning and productive HR department 

• Work on the development and implementation of employee benefits and compensation plans, when applicable 

• Collaborate with internal and external stakeholders on new policies including General Counsel 

• Analyze performance metrics of the recruitment strategy and provide insights and suggestions to enhance the HR recruitment process 

• Collaborate with HR Managers and supervisors to discuss CIPE employee career progression and paths 

• Work with HR team to analyze HR statistics and metrics including employee performance, turnover, retention, and cost per hire rate 

• Collaborate with the HR Director and Finance to define the budget for HR programs; track the budget 

• Supervise, coach, and mentor members of the HR team 

Qualifications: 

• Bachelors degree in Human Resources, Business Administration, or related field required; Masters degree preferred. 

• 10 or more years of proven experience as an HR Manager/professional with strategic, talent management, and/or business development experience highly preferred. 

• Five years of experience in a position of responsibility and supervisory duties required.

• Certified HR professional, SHRM-CP, SHRM-SCP or PHR highly preferred. 

• Exceptional Human Resources Management skills 

• Ability to develop and implement HR strategy

• Excellent interpersonal, counseling, and negotiation skills. 

• Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations. 

• Expert knowledge of Equal Employment Opportunity and affirmative action requirements. 

• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. 

• Strong analytical and problem-solving skills.

• Strong supervisory and leadership skills.

• Thorough knowledge of employment-related laws and regulations. 

• Knowledge of and experience with varied human resource information systems

• Ability to define operational targets and goals for the HR team in line with the business strategy and strategic priorities of the organization 

• Excellent program and project management skills 

• Capability to manage multiple projects and meet deadlines 

• Proven hands-on experience with using digital HR tools and software, such as Performance Management and Applicant Tracking Systems, JazzHR and PerformYard is preferred 

• Sound knowledge of federal and state employment law; sounds research skills to ensure compliance

• Excellent people management skills 

• Excellent mentorship and leadership skills 

• Demonstrated experience with managing employee relations issues including architecting and completing investigations 

• Sound knowledge of employee benefits and compensation plans 

• Ability to engage with key stakeholders across the organization with demonstrated customer engagement and trust building experience 

• Demonstrated experience using talent recruitment processes and employee benefits programs 

• Ability to speak a second language is preferred, but not required 

• Demonstrated financial and business acumen

Benefits and Perks

Competitive Benefits including medical, dental, vision, short & long-term disability, flexible spending, paid family leave, life insurance, 401(k), commuter benefits, telework, and more!

CIPE is an Equal Opportunity Employer.
Qualified applicants will receive consideration for employment without regard to race, color, sexual orientation, religion, sex, age, national origin, genetic information, non-disqualifying physical or mental disability, veteran status, gender identity or expression, and marital status or any other legally protected class or characteristic covered by applicable law. CIPE is committed to working with and providing reasonable accommodations for all qualified individuals and bases all employment decisions on qualifications, merit, and business need. CIPE believes diversity and inclusion across our organization is critical to our programs, mission, and success as a globally operating business. We strive to recruit, develop, and retain talent from a diverse candidate pool.

Americans with Disability Specifications  

Physical Demands 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. 

Work Environment 

Work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The work is performed primarily indoors with occasional exposure to outdoor conditions when required. The noise level in the work environment is usually moderate. 

Employee’s Responsibility in an Emergency 

The employee is expected to respond to emergency situations involving the safety of fellow employees including evacuation of the building.