The Role

The Head of Global Human Resources is the organization's most senior HR leader, responsible for shaping and delivering the global people strategy for a complex, fast-moving, mission-driven 501(c)(3) organization. Leading a globally distributed HR function, this role will build a unified and scalable people model that supports GEA's existing global footprint alongside future growth at a critical stage in the organization's development.

Reporting to the CEO, the position will act as a strategic partner on organizational strategy, leadership, talent, and culture, while working closely with the executive team to drive operational excellence and alignment across the function.

The role leads and develops a global team of HR managers and business partners across Global Energy Alliance's regional offices, providing coaching, mentorship, and direction to build a high-performing, collaborative HR team. Through these reports -and directly where appropriate-the role serves as a strategic HR partner to functional leadership, provides trusted counsel on people and organizational matters, champions and role-models culture and values, and ensures HR initiatives are delivered cohesively and impactfully across the organization.
Accountabilities

• Leads strategy, planning and service delivery for the HR function globally, partnering with organizational leadership to deliver HR solutions that align with business objectives, drive cultural alignment across all regions, and meet the current needs of all global operations and functions, as well as anticipating and partnering to evolve HR support as the organization develops. Fosters and builds key relationships internally and externally to ensure the HR function is best positioned to serve the organization.
• Builds an agile people infrastructure across complex matrixed environments, between geographies and central enablement functions.
• Coaches, mentors and supports the global HR team including direct reports in the regions. Responsible for identifying and engaging temporary or consulting resources as needed for critical Drives the HR business partner model to support each area of the organization and serves as the HR Business Partner to the leadership team.
• Serves as a strategic partner to the Board's Governance and Nominations Committee (GNC). This includes partnering with the Committee Chair to support quarterly meetings with agenda preparation, materials development, and follow-up on action items between Responsible for keeping the Committee informed of any material HR matters as they arise, and proactively ensuring the Committee has visibility into executive compensation, organizational design, and key policy matters.
• Oversees all HR operations including payroll and benefits, leave administration, policies and HR systems, and compensation, designing compensation strategies and ensuring fair and equitable application of the compensation program. Designs and guides the performance management program, ensuring employees receive ongoing feedback and annual reviews.
• Oversee the development, implementation and standardization of HR policies, processes and programs globally.
• Responsible for all elements of the talent lifecycle including talent acquisition, onboarding, talent management, employee and leader training and career development, employee engagement, employee relations and succession
• Partners with leaders to foster continued focus on culture, leveraging organizational values to drive impactful initiatives.
• Translate traditional HR metrics into impactful outcomes that drive organizational advancement and resonate with GEA's alliance partners, founders and stakeholders.
• Ensures compliance with all labor laws, partners closely with GEA's legal team, and monitors adherence to internal policies, standards and 501(c)(3) requirements to anticipate and mitigate risks.
• Responsible for building and managing the global HR budget, and partnering on the full organization's annual resource planning, budgeting and forecasting cycles.

Behavioral Competencies

• Leadership Presence: Strategic orientation, thought leadership, integrity, accountability, steady and calm presence, and emotional intelligence
• Sound Judgment and Decision-Making: Ability to distill key insights and frame distinct choices; think creatively and bring new ideas to the table; evaluate risks and opportunities; use analytical and problem-solving skills
• Inclusion: Demonstrates collaborative mindset, and commitment to GEA mission and values. Creates an inclusive environment and champions Diversity, Equity and
• Communication: Exceptional interpersonal communication skills - listening, written and oral, to a variety of Board, leadership and staff audiences
• Influencing and Negotiating: Ability to influence and negotiate internally and with external partners, including framing complex topics and recommendations for executive and board engagement; demonstrates conviction on people and policy matters
• Execution: Ability to set direction and plan effectively; has strong project management skills and can effectively prioritize; drives for results, can multi-task and works well under pressure; knows how to scale and build an organization; employs attention to detail with their work and sets high standards
• People Management: Skilled in team building, coaching and mentoring, delegating, inspiring and motivating

Required Experience, Education and Skills

• Bachelor's degree and/or advanced degree preferred in Business, Organizational Development, Human Resources, Industrial Psychology, or related field and/or equivalent combination of education and experience
• 12 to 15+ years of progressive HR or business leadership, with substantial experience running a global or multi-country human resources division
• Experience working in a complex, geographically dispersed, global philanthropic organization, understanding the organization's responsibilities as a 501(c)(3) employer
• Proven experience in all core areas of HR operations, as well as HR strategy development and deployment
• Proven leadership, interpersonal, and financial acumen
• Proven project management skills, with an ability to work independently, under pressure, and coordinate effectively across multiple stakeholders, culturally and ethnically diverse environments
• Contract negotiation and experience managing vendors
• Computer proficiency, especially in MS Office applications; ability to learn new applications quickly

Compensation & Benefits

This is a full-time, exempt position with an annualized starting salary of $275,000-300,000, commensurate with experience. The Global Energy Alliance provides a comprehensive benefits package including a robust paid time off plan of 28 days annual leave in addition to org-wide end-of-year-office closure, 401(k) retirement plan with 10% employer contribution, $1,000 annually for work-from-home expenses and $100 monthly for use for transit. The Global Energy Alliance prides itself on being a flexible employer and employees typically operate on a hybrid schedule that typically includes 2 days in office per week.

Please note there is only position available which could be based in either our NYC or DC offices. Unfortunately, we are not able to offer visa sponsorship for this position.

The Application Process

The Global Energy Alliance has engaged Equitable Hiring Group to support this hiring process. To apply, please complete the short form below

The application deadline for this role is Wednesday September 9th, and applications will be reviewed on a rolling basis before then, therefore, we encourage you to submit yours soon!

The overall evaluation process will look to follow this anticipated timeline:

• Early September: Selected candidates asked to complete short answer questions
• Mid-September: multi-team member panel video interview with Global Energy Alliance Staff
• Late September: Finalist candidates will be asked to complete a timed trial assignment
• Early October: Final interview with the Global Energy Alliance CEO, in-person preferred
• Mid-October: Offer extended

We operate from a strong commitment to equity, diversity, and inclusion in everything we do. It is not only the right thing to do - we could not make an impact without our team members' diverse perspectives and experiences. We expect all Global Energy Alliance employees to contribute by developing their unique perspectives and talent, challenging conventional wisdom through evidence and reason, and amplifying marginalized voices.