Director, People Development

Duties/Responsibilities:

- Design and implement talent review process, and change management efforts, that will fundamentally translate business objectives into skills required for success, and that will identify and develop diverse talent with the competencies needed to achieve desired organizational outcomes - Co-develop and implement talent management programs working in partnership with the global IRC Director of Talent Management & People Development, including performance management, career development, succession planning, diversity, and retention strategies. - Identify and monitor critical roles within the business, validate fit of talents for current roles, in succession, and identify development options to close capability gaps. This is done in collaboration with HR Partners, RAI Executives, and the Global TM/L&D unit. - Collect, analyze, and maintain data to inform targeted leadership development, create customized development plans, and improve the talent management process. - Identify leadership competencies for specific roles, coordinate training programs, and other development opportunities to enhance leadership effectiveness. - Co-create pilots with Regional HR Directors to establish ongoing programs such as talent summits, leadership development programs, and activities related to succession planning. - Organize nominations, monitor completion rates, and nurture post training adoption of marque IRC development programs such as Navigator supervisor training, or Talent Development career workshops. - Support the development and launch diversity, equity, and inclusion learning and development initiatives in collaboration with the Gender Equality, Diversity & Inclusion team. - Automate talent management processes to measure success and ensure accurate and up-to-date reporting in Workday in partnership with HR Operations. - Connect the Talent Dialogue process with development opportunities, integrating appropriate dialogue into the Talent Management process for high-potential employees. Coach and guide talents in finding appropriate development measures and providing realistic career options within RAI and other IRC businesses, globally. - Drive people capability planning that supports a Growth Culture within RAI, leveraging HR Partners and Leaders.

Supervisory Responsibilities & Working Relationships:

- Reports to the Sr. Director of People & Culture for RAI - Partners closely with the Global Head of Talent Management & Performance Management, and the Global Head of Leadership Development to ensure RAI approach is harmonious with global practices. - Independent contributor who will collaborate with colleagues across the People & Culture function including Gender Equality, Diversity & Inclusion (GEDI), HR Operations, Compensation & Benefits, and others to operationalize programming and achieve a meaningful impact. - Work closely with RAI Regional HR Directors, local program office HR Managers, and RAI Leadership at all levels.

Qualifications:

- Bachelor’s degree in human resources or related field. - 10+ years of experience in both talent management and development, driven by curiosity, empathy, and purpose of work. - Demonstrated experience designing and implementing talent management programs that seek to elevate both traditional and non-traditional views of talent that have resulted in measurable impact. - Demonstrated experience in engaging and consulting employees on topics related to career development with a dedicated focus on employee experience. - Excellent collaboration skills working in a complex ecosystem, demonstrating an ability to take initiative, bring focus, problem solve, and balance both administrative and high value creating work. - Background includes diversity, equity, and inclusion efforts that result in a diverse workforce at all levels. - Excellent communication, interpersonal, and leadership skills. - Ability to collaborate effectively with diverse partners. - Experience with Workday or other HRIS. - Advanced skills in analytical thinking, problem solving, executive relationship management, organizational change management, and leading groups of functions toward collaborative decisions.

Compensation: Posted pay ranges apply to US-based candidates. Ranges are based on various factors including the labor market, job type, internal equity, and budget. Exact offers are calibrated by work location, individual candidate experience, and skills relative to the defined job requirements.

Commitment to Diversity and Inclusivity: IRC is committed to building a diverse organization and a climate of inclusivity. We strongly encourage applications from candidates who can demonstrate that they can contribute to this goal.

Equal Opportunity Employer: We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

US Benefits: We offer a comprehensive and highly competitive set of benefits. In the US, these include: 10 sick days, 10 US holidays, 20-25 paid time off days (depending on role and tenure), medical insurance starting at $145 per month, dental starting at $7 per month, and vision starting at $5 per month, FSA for healthcare, childcare, and commuter costs, a 403b retirement savings plans with up to 4.5% immediately vested matching contribution, plus a 3-7% base IRC contribution (3 year vesting), disability & life insurance, and an Employee Assistance Program which is available to our staff and their families to support counseling and care in times of crisis and mental health struggles.

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Qualifications Update