JOB DESCRIPTION #CS9256

Position:	Senior Vice President for Global HR and Director, Leadership Development/Succession Planning (10.1) Human Resources
Supervisor:	Chief Management Officer
Grade:	10
Starting Salary:	Within the Grade 10 salary range and commensurate with education & experience
Project Summary:	The AED Human Resources Department provides value added services in the areas of staff recruitment, retention programs, training, employee relations, compensation analysis, and HR administration, domestically and internationally. The Sustainable Leadership Development Initiative (SLDI) is a leadership program that focuses on several levels within AED, and is particularly responsive to diversity and AED’s multinational organizational culture. This will include thought leadership, management of talent development programs, leadership assessment, and succession planning.
Position Summary:	The Senior Vice President for Global Human Resources, working with the Chief Management Officer (CMO) and in consultation with the President and CEO, will work throughout AED to ensure high quality human resources services to the entire organization, with an early focus on integrating HR resources into a coherent program by offering strategic direction, bringing change management expertise, and managing well the affected staff, consistent with the relevant aspects of AED’s Strategic Plan. The Senior Vice President for Global Human Resources is a new role in AED responsible for strategic direction and learning in relation to corporate training, technical professional development, leadership development/succession planning, performance management, diversity, and career development. Because leadership development and/succession planning is a new program and because it is a high priority, the successful candidate will personally have responsibility for it. In her/his role as Director of Leadership Development, the successful candidate, in consultation with the CMO and the President , will turn the emerging Sustainable Leadership Development Initiative (SLDI) into a world-class leadership program that focuses on several levels within AED, and is particularly responsive to diversity and AED’s multinational organizational culture. This will include thought leadership, management of talent development programs, leadership assessment, and succession planning.
Essential Job Functions:	There are two major responsibilities of this position. The first is to strategically plan, design, and implement a reorganization of the HR Department that enables it to serve AED as a leading non-profit organization in social and economic development. The second is to strategically plan, design, and implement learning initiatives and programs to meet AED’s needs, taking full advantage of the learning activities that already exist so as to focus on building and retaining a broad and deep pipeline of leaders. Willingness to travel to other U.S. and overseas offices is essential. With regard to the first responsibility, major functions include: • Partner with senior managers across the organization to understand key staffing needs so as to develop a comprehensive, coherent, cohesive and high caliber Human Resources Department that supports AED’s strategic objectives; • Recommend strategic directions for AED based on its vision and mission, on substantial and influential relationships with external thought-leadership organizations, and by keeping abreast of the fields of HR, earning and organizational development; • Partner with HR colleagues to identify/design, implement and evaluate multiple kinds of solutions to improve employee performance, particularly with regard to service provided to clients and customers. This includes attention to recruitment and retention, benefits, organizational learning, diversity, professional development, and leadership development; • Manage effectively the different components of the HR department, ensuring that AED consistently anticipates, meets and /or exceeds current HR practice; that AED is compliant with US and other laws affecting the full range of HR functions; and that AED’s values and approaches are consistently in use; • Develop an annual management plan for the HR Department, with attendant staff and budget recommendations; With regard to the responsibility for leadership development, major functions include: • Further develop and implement the new Sustainable Leadership Development Initiative, taking into account AED’s commitment to its chosen leadership competencies, diversity and serving its staff worldwide; • Work with and/or support individual staff members, as appropriate, to facilitate their development as leaders; • In concert with senior managers, supervisors, and other members of HR, contribute to the management of talent; • Map critical talent pipelines and work with senior managers and HR to assess and strengthen these pipelines and to address both bench strength and succession planning; • Develop and implement metrics to measure leadership programs in relation to employee performance and quality of work. The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with a job.
Education:	Masters in one of the following or related fields: Adult & Continuing Education, Human Resources Management and Management required.
Experience:	15 year(s) of relevant experience required Specific Knowledge Requirements: • Demonstrated effective experience leading a team of professionals within an organizational HR context, including setting strategic direction and mentoring/coaching staff; • Proven track record of direct experience in developing and implementing successful state-of-the-art management/leadership development programs; • Effective in understanding the phases of initiating, leading, communicating, and evaluating change and ability to define the organizational infrastructure and resources needed to lead change. • Experience or familiarity with non-profits and multi-cultural, multi-national, and international organization is highly desirable • International experience in expanding a U.S.-based learning function globally is desired. • Solid understanding of group and corporate dynamics and the ability to exercise integrity and sound judgment in complex and ambiguous situations • Innovative and proactive problem solver with a logical thought process and bias for action and tangible results.
Special Requirements:	This job will require a criminal background check.
Skills:	• Visionary approach to linking corporate objectives to HR functions and to learning team initiatives; • Success in building and maintaining highly collaborative strategic partnerships with senior executives, stakeholders and key internal customers at all levels of the organization • Solid understanding of group and corporate dynamics and the ability to exercise integrity and sound judgment in complex and ambiguous situations; • Excellent interpersonal, communication (written and verbal), presentation, and facilitation skills and understanding of how to address different audiences; • Extensive knowledge of adult learning theory, instructional systems design and other training methodology/concepts and full understanding of the Human Resources function in order to ensure coordination of efforts is realized. Propensity to keep abreast of industry trends to implement fresh and creative approaches. • Effective in understanding the phases of initiating, leading, communicating, and evaluating change and ability to define the organizational infrastructure and resources needed to lead change; • Demonstrated ability to maintain a high level of emotional intelligence and cultural sensitivity and the ability to bring together culturally different teams; • Ability to apply adult learning theory, instructional systems design and other training methodology/concepts and full understanding of the Human Resources function in order to ensure coordination of efforts is realized; • Demonstrated ability to keep abreast of industry trends to implement fresh and creative approaches.
Additional Information:	Supervisory Responsibilities: Supervise a staff of 3 to 4 Vice Presidents, a learning and development staff of approximately 5 professionals, and an administrative assistant Equipment To Be Used: computer Typical Physical Demands: Not Applicable Working Conditions including Travel and Overtime: Travel is envisioned one or two times per year.
Interested applicants should send resume with cover letter referencing position #CS9256 to: AED/HR, 1825 Connecticut Avenue, NW, Washington, D.C. 20009; fax: (202) 884-8413 or email: employ@smtp.aed.org. For additional information, visit our website at http://www.aed.org. We thank all individuals for their interest in AED, however only those selected for interviews will be contacted. Individuals responding to job postings are considered applicants if you meet the following criteria: (1) have expressed interest through the Internet, email or other related technologies, (2) are considered by the AED for a particular position, (3) possess the basic qualifications for the position and (4) do not at any point remove yourself from consideration.

AA/EOE/M/F/D/V