Director of Human Resources


  • Date Posted:
  • Region: North America
  • Country: United States
  • Job Type: Full-Time

The Director of Human Resources (DHR) is the senior human resources professional for Eurasia Foundation, a U.S.-based international development non-profit organization. The DHR serves an administrator and advocate regarding personnel benefits, policies, and practices to positively impact employees. The DHR is also an advisor and strategic partner for the organization’s management regarding human resource issues.


Additionally, as a U.S.-based international development non-profit, the organization’s funding is primarily derived through federal cooperative agreements and contracts that are implemented abroad. Therefore, engagement of and support for country offices are crucial functions for this position.


The DHR provides leadership and management for talent acquisition, retention, employment services, performance management, benefits administration and counseling, job classification, total compensation, salary administration, training and staff development, human resources regulatory compliance, labor and employee relations, and human resource information systems and records management. The international NGO has embarked on a diversity, equity and inclusion (DEI) journey and the DHR will be a key partner in advancing DEI across the organization.


Responsibilities and Duties


Provides leadership and guidance to the organization’s management and its employees regarding human resource matters by managing talent acquisition, employment, retention, performance management, benefits management and counseling, compensation planning, salary administration and job evaluation, training and development, labor and employee relations, employee complaints and concerns, succession planning, employee safety and human resource information systems and records management, and other HR areas as required. The DHR considers how to enhance DEI in each of these areas. The DHR manages a small HR team in U.S. and provides functional leadership to international staff with HR responsibilities.


HR Administration


  1. Ensures that applicants, employees, and vendors receive excellent customer service in all interactions with the HR office.


  1. Ensures the accuracy of personnel information for all employees by assuring the maintenance of personnel records and reviewing personnel actions for application to the employee database.


  1. Manages funds by planning, developing and controlling the departmental budget.


Benefit Programs


  1. Communicates with current and prospective employees on the benefits associated with employment, including insurance programs, investment options for retirement savings, tuition reimbursement, wellness and recreation opportunities, and training and development opportunities.


  1. Contributes to employee satisfaction and retention by advising and supervising the implementation and administration of employee benefits programs, providing excellent customer service, automating processing systems, communicating information about programs and services to employees and all levels of management.


  1. Works with benefit plan consultants and vendors, interprets state and federal laws and regulations relevant to benefits in a consistent manner, and works with advisory committees to review and implement new and/or alternative benefits initiatives.


Employee Relations, Engagement and Satisfaction


  1. Provides clarity and guidance to employees on salary levels/ranges, position levels and their qualifications and requirements, and opportunities for advancement within the organization.


  1. Serves as an advocate for employees by developing mechanisms for listening and becoming aware of employee needs and concerns, sharing this information with the organization’s leadership, researching best practices, mediating between employees if needed, offering options for leaders to consider in addressing employee needs and concerns, and interpreting and driving departmental or organizational action as a result of employee engagement surveys or other forms of input.


  1. Develops or amends personnel policies, practices, and procedures for approval by the organization’s management team by listening to employee concerns, reviewing best practices, and identifying opportunities to improve employee satisfaction.


Training and Professional Development


  1. Improves organizational effectiveness and productivity by overseeing the planning, development, and delivery of professional development and job-related skill training opportunities.


  1. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.


  1. Ensures delivery of trainings for all staff for compliance and alignment with best practices (e.g. anti-harassment training).


  1. Remains competent and current on best Human Resources practices through self-directed professional reading, developing professional contacts, attending professional development courses, and attending training and/or conferences.


Diversity, Equity and Inclusion


  1. Acts as resource partner to the DEI Council and organization’s management to advance all types of diversity, equity and inclusion within operations and field programming.




  1. Ensures consistent and equitable application of human resource policies, procedures, and benefits as well as compliance with government regulations by advising senior managers about applicable policies, procedures, and regulations, providing training for supervisors, and enforcing personnel policies and procedures.


Performance Management


  1. Provides training and promotes the use of the performance evaluation process as a staff development tool to identify professional development opportunities and inform promotion decisions, including annual salary increases, terminations, succession planning, and other personnel actions. 


  1. Consults with and provides guidance to supervisors as needed during performance appraisal processes.


  1. Advises employees and supervisors regarding performance and disciplinary issues, administers progressive discipline and grievance procedures consistently, listens to employee and supervisor concerns, conducts investigations as needed, and recommends a plan of action. This includes but is not limited to monitoring documentation for personnel files, maintaining personnel files, and strategizing on consistent responses to performance challenges; counsels’ managers and employees on situational issues; and works to resolve employee conflicts.


Field Office Support


  1. Provides leadership, guidance and support for the organization’s field offices (particularly in start-up phase) regarding human resource matters and adjustments to policies and procedures to be compliant with local laws and regulations.


  1. Assists field offices with talent acquisition, employment, and retention services, performance management and job evaluation


Business Development


  1. Partners with business development on key personnel acquisition efforts for proposals



Education: A Bachelor’s degree in Human Resource Management, Business Administration or a related field is required. A Master’s degree in Human Resources Management, Business Administration, Public Administration or a related field is strongly preferred. 


Certification by a nationally-recognized human resource-related organization such as PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources), SHRM-CP (Society for Human Resource Management-Certified Professional), or SHRM-SCP (SHRM Senior Certified Professional) is strongly preferred.


Required Experience: At least ten years of human resources management experience demonstrating increased leadership responsibilities over time. Experience should include most or all of the following areas:


  1. Employment services, benefits administration, management of HRIS systems and records
  2. Development of and application of HR policies and procedures
  3. Talent acquisition and retention, including affirmative action measures
  4. Position classification and compensation, position analysis, and position evaluation
  5. Employee relations, engagement and communications
  6. Complaints processes and investigations
  7. Staff training and development
  8. Performance management
  9. Departmental budget management
  10. Diversity, equity and inclusion in organizational policies and practices
  11. Knowledge of relevant federal, state and local government regulations and equal opportunity policies


Desired Experience: Experience in human resource management for U.S.-based international development organizations, including familiarity with HR systems and support for recruitment in new business development, is preferred. Strong fiscal background and experience in managing compensation and benefit plans for an organization of fifty or more employees is also desirable. 



  1. Demonstrated ability to work and communicate effectively with all constituencies of a culturally diverse international organization
  2. Outstanding leadership and management skills
  3. Exceptional interpersonal skills and professional judgement
  4. Demonstrated ability to produce results, prioritize and perform a variety of tasks on short notice within demanding deadlines; proven ability to work under pressure
  5. Ability to maintain confidential information in a professional manner and responsibly manage personal information of employees
  6. Understanding of automated management information systems


Fluency in English required; professional fluency in a language relevant to the organization’s international operations preferred

All applicants must attach a cover letter and resume to be considered for the position.