Public Interest Registry (
www.pir.org) is seeking an exceptional, hands-on, and results-driven Vice President, Human Resources. This pivotal leadership role will shape the organization's HR strategies and champion our people-centric culture. We invite you to explore this exciting opportunity to make a meaningful impact.Reporting to the President and Chief Executive Officer (CEO) and serving as an integral member of the Executive Management team, the VP, HR provides and implements the overall “people” strategy for the organization.
This position works closely with senior management and their teams to champion PIR’s values and foster an inclusive, collaborative, and innovative workplace culture and explores how the HR function can best support program operations and company strategic objectives. The VP, HR ensures that the department operates as a RESPECTED business partner to the senior team, a TRUSTED RESOURCE FOR EMPLOYEES and a subject matter expert for people operations areas.The VP, HR is highly involved in both setting and implementing strategies, programs and policies to ensure alignment with organizational goals across all aspects of the employment lifecycle.
This responsibility includes developing strategy and driving our culture initiatives, recruiting and onboarding, management effectiveness and development, goal setting and performance management, employee relations, workforce planning, compensation, and benefits, as well as policies and procedures that ensure compliance with regulatory standards.
Essential Duties and Responsibilities
People Strategy & Leadership
- Develop, share and implement Human Resources strategies that align with and support organizational goals.
- Direct the delivery of Human Resources services, policies and programs for PIR. This includes, but is not limited to, recruiting and staffing, performance management processes and tools, employee orientation, development and training, policy development and documentation, compliance to regulatory requirements, employee relations, company event facilitation, employee community building and communications, employee health and wellness.
- Establish and direct recruiting/hiring practices and processes necessary to attract and retain top talent.
- Lead the organization in the development of department goals, objectives, and performance management systems. Support alignment effort of workforce goals with strategic goals of the organization.
- Development of performance quality standards and measurement processes.
- Review, guide and approve management recommendations for changes in employee status.
Team Leadership and Development
- Direct and manage a team and the work of capable Human Resources staff encouraging their on-going development in the field.
Employee Experience & Engagement
- Identification and development of Human Resource initiatives to develop a strong workforce in support of an employee-oriented, values based company culture.
- Lead efforts to continually monitor and enhance organizational culture to ensure optimal performance and employee engagement.
- Ensure clear communication and feedback of Human Resources policies and initiatives through appropriate avenues including company meetings, engagement surveys, focus groups and one on one meetings.
- Develop and communicate employee relations practices to support an engaged, productive, positive work environment.
- Lead global initiatives to strengthen PIR’s commitment to diversity, equity, and inclusion principles, ensuring that they are embedded in all aspects of the employee lifecycle.
- Conduct investigations when employee complaints or concerns are brought forward.
Compensation, Benefits, Compliance & Human Resources Operations
- Direct all aspects of compensation and benefits administration to ensure external competitiveness and internal consistency. Continuously monitor and update pay practices and systems for effectiveness.
- Serve as Liaison to the Compensation Committee of PIR’s Board of Directors.
- Select, engage and supervise external consultants, training resources, insurance brokers and carriers, pension administrators and other outside services providers as needed.
- Oversee and manage Professional Employment Organization (PEO) to ensure consistent culture and benefits for international staff.
- Prepare and manage the annual plan and budget for recruiting and staffing, Human Resources programs and systems, people operations programs, learning and development investments.
- Ensure continuous improvement of all Human Resources policies, programs and practices in conjunction with organizational needs and direction.
- Support employment branding initiatives in partnership with marketing.
Data & Insights
- Drive strategic workforce planning and talent analytics to inform executive decision-making and ensure alignment with long term organizational objectives.
Additional duties and responsibilities as assigned. Some travel, both domestic and international, is required.
Supervision Received and Exercised
Position works autonomously and with minimal supervision from the President and CEO.
Minimum Education and Experience Requirements
- BA/BS or Masters degree in Business, Human Resources, Organizational Development or equivalent.
- 15+ years successful experience in Human Resources.
- 5+ years demonstrated experience successfully managing HR professionals.
- Successful experience directing the administration of benefits, compensation programs and other Human Resources programs.
- Experience leading the talent acquisition process, benefits administration and employee relations functions.
- Strong knowledge of Human Resources technologies and tools.
- SHRM/PHR certification desired.
- Evidence of practice of high level of confidentiality.
- Experience with global nonprofit organizations a plus.
Knowledge, Skills and Abilities Requirements
- Personal qualities of integrity, creditability and commitment to PIR’s mission.
- Excellent interpersonal, coaching and leadership skills.
- Strong communication and presentation skills.
- Strong negotiation and facilitation abilities.
- Excellent planning and organization skills.
- Strong departmental business planning skills, financial acumen.
- Ability to overcome resistance, solve problems and motivate people to execute.
- Exceptional listening, probing and discovery skills.
Fair Labor Standards Act
This position is considered exempt for the purposes of the Fair Labor Standards Act. This position meets the salary and duties test for an executive exemption.
Internal and External Contacts
Internal contacts include working collaboratively as a member of PIR’s Executive Management team and interacting with PIR managers and staff. This position will interact with the CEO and PIR board members. External contacts include but not limited to; vendors, consultants, partners and the Internet Society.
Physical Requirements
The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job
- While performing the duties of this job, the employee is regularly required to talk and hear.
- Ability to access information using a computer for up to 4 hours at a time.
- Requires sitting or standing at a desk for extended periods of time.
- Requires mobility within the office.
Work Environment.
This job operates in a professional office environment. This role routinely uses standard office equipment such as computers and phones.
Reasonable Accommodation.
PIR will provide reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability, unless doing so poses an undue hardship on the operation of the business.
Equal Employment Opportunity, OSHA and Harassment
Public Interest Registry (PIR) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, gender identification or genetics. In addition to federal law requirements, PIR complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall and transfers, leaves of absence, compensation and training.PIR expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
Improper interference with the ability of PIR’s employees to perform their job duties may result in discipline up to and including discharge. PIR provides a workplace free from recognized hazards and complies with standards, rules and regulations issued under the OSH Act.
