The Henry Luce Foundation seeks to enrich public discourse by promoting innovative scholarship, cultivating new leaders, and fostering international understanding.
The Foundation advances its mission through grant making and leadership programs in the fields of higher education, religion and theology, art, and public policy with a focus on Asia and the United States.
Established in 1936 by Henry R. Luce, the co-founder and editor-in-chief of Time, Inc., the Foundation’s earliest work honored his parents, missionary educators in China. The Foundation’s programs today reflect the value Mr. Luce placed on learning, leadership, and long-term commitment in philanthropy.
The Henry Luce Foundation, a private, independent foundation, is a not-for-profit corporation operating under the laws of the State of New York.
Director of Human Resources
Poised for transformational change, the Henry Luce Foundation seeks a seasoned entrepreneurial Director of HR to help shape the organization’s culture and values and build the right infrastructure for an evolving, growing, and diverse organization. The Foundation seeks a hands-on Director of Human Resources who will work closely with the President and CEO, the Vice President, and the Chief Financial Officer and Treasurer. The Director will design, implement, and manage an innovative human resources agenda that attracts, develops, engages, and supports high-performing teams in a culture of continuous learning, transparency, and accountability. The Foundation’s first-ever Director of HR will work with senior leadership to foster a strong, unified enterprise characterized by a culture of diversity, equity and inclusion and by fostering collegiality and cross-functional teamwork – a culture that rewards innovative thinking and approaches, and is comfortable with dynamic change. They will bring with them experience with and a readiness to lead and manage the HR programs and practices for a workforce in a hybrid work environment and in assisting leadership and employees in adjusting to changes in the way people work since the start of the COVID-19 pandemic.
Key Responsibilities and Priorities
- HR Leadership: Provide day-to-day leadership to the ongoing management and operations of all Human Resources activities while maintaining a focus on the Henry Luce Foundation’s strategic mission, vision and values. Oversee all hiring, on-boarding and training and development, in close collaboration with managers and utilizing internal and external resources, as needed. Assess the effectiveness of all of the Foundation’s current HR activities, programs and policies and identify and recommend new policies and programs for improving HR services to support the entire organization. Build, lead and support HR activities and hire other HR resources include leveraging external HR experts or service providers, if deemed necessary. Serve as a thought leader in the human resources field, staying abreast of new developments and key employment laws and regulations.
- Basic HR Function and Administration: Reporting to and serving as a strategic partner to the Foundation’s CEO and President and working closely with Senior Leadership, the Director of HR will align the Foundation’s mission, vision, and values with its work and staff culture. They will provide counsel to leadership on creating an HR function that has compliant HR systems, programs, policies and procedures. The Director of HR will work closely with the CFO and Treasurer on the administration of compensation, benefits and payroll. They will also help to drive leadership development, change management, organizational design, development and succession planning. They will develop a pipeline of top talent for the Foundation utilizing a diversity of approaches. They will also be responsible for keeping the employee handbook up-to-date and incorporate all of the new employment regulations into the handbook whenever necessary. In addition they will be the key person to interpret the policies in the handbook and in maintaining the consistent application of the HR policies across the Foundation.
- Diversity, Equity and Inclusion (DEI): Provide thought leadership and create best practices for the foundation on implementing approaches and solutions that enhance dialogue, encourage participation and provide opportunity for all of the Foundation’s employees. Be a resource to the Foundation’s grant making team on inclusive and equitable practices that enhance diversity and belonging across the foundations work, including in grants and proposals. Be known as a leader in best practices in the area of DEI for the Foundation and the communities they serve.
- Strategy and Implementation: Partner with the Foundation’s leadership and the Board to create and implement the new strategic vision and direction of a collaborative organization characterized by a dynamic and evolving culture. Foster an accountable, high-performing and results-oriented culture that provides opportunities for constructive input from all staff. Identify, create and implement strategies for managing significant organizational and structural change, partnering with staff across the Foundation to build the appropriate strategies and approaches to: Recruiting, On-boarding, Compensation and Benefits Planning and Communication, Organizational and Leadership Development, Workforce Planning and Alignment, Performance Management/Development, Employee Engagement and Relations, Culture and Values. When it is deemed important, may advise the Board on any of the matters described above.
- Performance Management: Enhance the Foundation’s approach to assessing and evaluating performance and providing constructive, developmental feedback to all employees. Provide training and support to managers who are responsible for providing feedback and coaching to their teams and to assist employees in understanding how to work effectively, collaboratively and professionally. When it is necessary to offer disciplinary action regarding an employee’s performance, they will be a key counsel to managers on how best to manage this process. Align this program with the Foundation’s mission, vision and values.
- HR Initiatives: Lead all of the Foundation’s talent acquisition plans and initiatives. Work in partnership with others at the Foundation that are currently responsible for compensation, payroll and employee benefits, employee relations, organizational and leadership development, staff engagement, development and performance management, culture and values.
- HR Management/Administration: Oversee HR administrative and management systems which support and drive HR activities and internal HR policies and procedures. Develop, manage, and monitor the HR budget and any HR service vendors or professionals, when required, for the Foundation.
- Communication: Create, recommend and implement employee communications and engagement approaches and initiatives to address the human resources implications that are strategically and operationally critical to the Foundation.
- Coaching: Coach, counsel, and be a sounding board to all of the Foundation’s managers on organizational and human resources issues. Provide a confidential and objective support system for managers and employees to share their concerns and to get advice on solving workplace or employment problems.
- Physical Environment: Work closely with Foundation leadership to ensure that the physical work environment and space creates and reinforces the most up-to-date work spaces and approaches that foster increased communication and collaboration among all Foundation staff.
Ideal Candidate Experience and Characteristics
The Director of Human Resources will have or be:
- Superior management and supervisory experience in a highly collaborative and dynamic organization, directing or leading a complex and sophisticated human resources strategy, function and team, implementing goals and action plans with demonstrated results. A commitment to ensuring best-in-class human resources policies, programs and services.
- Deep experience placing a high premium on people and on developing and implementing, creative and strategic ways of driving organizational development leading to success.
- Strong knowledge and expertise in all HR-related areas, including recruiting, compensation, employee benefits, employee engagement, leadership and organizational development, succession planning, performance management, staff development, and legal and regulatory issues.
- Knowledgeable and experienced in current and emerging best-practice approaches to building diverse organizations and developing equitable and inclusive cultures of belonging in the workplace and/or in communities.
- Excellent leadership and interpersonal skills, able to build and maintain effective relationships and to inspire teams to achieve high-level services.
- Strong presentation skills with a track record of success in presenting to senior management and groups of employees. An effective communicator with diverse audiences.
- Superior organizational skills with a demonstrated ability to prioritize assignments and deliver high-quality work on time and within budget.
- Effective working independently, as well as in a team-oriented, collaborative, and collegial environment. Able to balance the desire for collaboration with the need for efficient and effective business practices.
- Creativity to break free from established structures and past practices and tries new approaches to solving problems.
- Ability to maximize the effective use of up-to-date technology.
- An approachable demeanor with a keen ability to listen deeply. Is someone who leads by treating others with respect, dignity and openness.
- A high degree of emotional intelligence and self-awareness and has a self-reflective nature to the work they perform and the people they interact with on a regular basis.
- A bachelor’s degree or a graduate degree in human resource management or organizational design and development, organizational psychology, or a non-profit or business-management concentration is preferred.
- A minimum of 7 years of relevant human resources experience is required with some of those years having led a sophisticated HR function and team or as a standalone HR person at a dynamic, evolving organization.
The Henry Luce Foundation seeks a diverse pool of candidates. Salary will be negotiable and will be commensurate with your level of expertise and experience. Applications, including cover letters, salary requirements and candidate referrals should be sent to the attention of Rosemarie Bruno of People Strategies, Inc. at: email@example.com.
For more information about the Foundation and its programs, please visit www.hluce.org.