Everyone deserves the opportunity to build a better future. This simple idea has been at the heart of TechnoServe’s work around the world for over 50 years. TechnoServe is a pioneer in leveraging the power of business and markets to create sustainable pathways out of poverty.

The low-income communities in which we work are full of enterprising people. Their small-scale farms and businesses are the keys to economic development. But they face many challenges: low literacy, lack of access to jobs and markets, unpredictable political dynamics and, increasingly, the effects of climate change. For many women and young people, the challenges are even more daunting. Working with TechnoServe staff, people around the world are lifting themselves out of poverty. The results are amazing...when incomes increase and living conditions for families get better, they are able to access health care and education previously out of reach. Communities and even whole countries are better off.

Job Summary:

The US HR Business Partner (HRBP) serves as an internal consultant to US-based and expatriate employees, balancing advocacy for the employee and the organization. The HRBP responds to employee inquiries and concerns and helps to ensure that employees are treated fairly and in line with our overall values while at the same time performing in line with goals and behavioral competencies. The HRBP helps to communicate, interpret, and enforce organizational policies and works with HR colleagues to organize and rollout organizational initiatives–especially those related to internal transitions. The HRBP will also be the organization’s principal “librarian” responsible for maintaining our global / centralized Policy Hub.

The US HRBP reports to the Chief Human Capital Officer.

Primary Functions & Responsibilities:

• Serving as a first point of contact for questions and concerns from US-based and expatriate employees; providing responses in a timely, accurate, and professional manner.
• Proactively building strong relationships with US-based managers to help them them think through and resolve complex and emotionally-laden employee relations issues, including employee performance and terminations
• Onboarding new employees, including systems processing and first-day / first-week orientation sessions, customized to employee type; ensuring that expat employees fully understand their pay, taxation, and allowances, as well as health and security resources and protocols.
• Creating and delivering communications and resources for employees experiencing any kind of transition including professional (expat assignment, promotion to people manager, etc.) and personal (new baby, health issue, etc.)
• Conducting exit interviews with departing employees and providing them with useful / required information as they leave; analyzing exit data to spot and report on trends.
• Conducting sensitive investigations related to ethics issues, creating thorough reports and recommendations
• Maintaining our global Policy Hub; ensuring that posted policies are properly formatted, current, and accessible.
• Managing Employee-of-Record engagements including working closely with EOR vendor(s) around contracts, onboarding, payments, and invoicing.
• Ensuring that the US Employee Handbook is legally current and that TechnoServe is following federal, state, and local labor laws and regulations.
• Helping to roll-out, communicate, train, and troubleshoot new and ongoing HR initiatives in a positive and proactive manner, helping to increase understanding and assimilation
• Participating in an HR Community of Practice including close coordination with TechnoServe Regional HR Business Partners
• Other tasks as assigned

Basic Qualifications:

• Bachelor’s degree with 7 years of relevant experience, or Master's degree with 5 years of relevant experience in positions of increasing responsibility.
• Demonstrated comprehensive knowledge of US labor laws (concepts if not actual) and compliance issues as well as familiarity with state and local regulations
• Proven ability to serve as a trusted advisor, providing business leaders with professional, accurate, and timely support, able to diagnose complex employment and organizational matters and develop relevant and balanced recommendations
• Proven ability to manage complex and highly confidential investigations into employee relations issues including harassment, sexual harassment, and abuse
• Proven ability to write, speak, and present / train in clear and correct English

Preferred Qualifications:

• Experience working in a non-profit and/or international development organization
• Professional and personal multicultural experience and awareness
• Experience supporting expatriate employees
• HR certification (HRCI / SHRM)

Knowledge, Skills and Abilities:

• Ability to convince and persuade without hierarchical authority
• Ability to work in a fast-paced environment with quickly shifting issues and priorities
• Strong communication, training and facilitation skills
• Commitment to knowledge sharing and cross-functional collaboration
• Critical thinking and problem analysis essential
• Ability to frame challenges and propose solutions within context and constraints

Applicants must have US work authorization at the time of application.

We encourage all qualified individuals who share TechnoServe's vision of improving the lives of others through proven business solutions to apply.

With our commitment to diversity, we are proud to be an equal opportunity employer and affirmative action employer and do not discriminate on the basis of gender, race, color, ethnicity, religion, sexual orientation, gender identity, age, HIV/AIDS status, protected veteran status, disability and all other protected classes.

We are also proud of our commitment to protecting staff, partners, and beneficiaries from abuse and exploitation and thoroughly vet all final candidates through rigorous background and reference checks.

If you have a disability that affects your ability to use our online system to apply for a position at TechnoServe please contact the Human Resources at recruitment@tns.org or call +1 202 785 4515.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)