!*!Job Summary
The Chief Human Resources Officer (CHRO) is responsible for creating and executing strategies to support the overall mission, vision, and values of IEEE. The overall purpose of this position is to lead and direct all key Human Resources (HR) functions of the IEEE. The incumbent is primarily responsible for the design, planning and implementation of policies, strategies and operations that will assure the IEEE and the HR department has the workforce, processes, programs and technologies needed to meet its short-term and long-term objectives. This role is the company's Subject Matter Expert (SME) for Human Resources, and provides advice and guidance to the Executive Director, the Management Council members, the IEEE staff managers, the Employee Benefits and Compensation Committee, and upon occasion, the IEEE Board of Directors and the IEEE-ISTO Board of Directors. The CHRO provides strategic leadership by articulating Human Resource needs and plans to the Executive Director, Management Council, and the Board of Directors, as required. The incumbent manages an operating expense budget of approximately 5.5 million and oversees a Health and Welfare spend of approximately 19 million

This role reports to the Executive Director and is a member of the IEEE Management Council. He/She oversees an operating unit of 19 regular employees, which includes 4 direct reports. This position has full autonomy on overall business strategy, day to day operations and business deliverables but consults the Executive Director for major strategic decisions that affect the whole organization.



Key Responsibilities

• Specific duties include but not limited to:
• Develops, directs, and executes strategic objectives which support the company’s mission, vision, and values.
• Function as strategic business advisor to the ED and the MC members for key organizational and management issues.
• Oversees the following HR functions:
• Benefits & Wellness - planning, selection, and administration of employee benefits, wellness and recognition programs
• Compensation – salary and incentive bonus administration, job pricing and evaluation, department integrations/reorganizations
• Employee Relations – resolution of employee grievances and problem situations, consultation and training on issues regarding improving employee performance and morale, conflict resolution, and management coaching
• Human Resource Business Partners – Organizational Unit (OU) structure, performance management and OU support
• Human Resources Information Systems – personnel data management and reporting for a $500+ million business enterprise with 1100+ staff, worldwide
• Learning & Development – training, performance management, leadership and staff development programs
• Talent Acquisition & Management – staff recruitment, selection and retention of staff, onboarding, and immigration
• Regulatory Compliance - compliance with federal, state and local labor laws and regulations, including those of grant-making organizations, internal audit and controls
• Directs the development and communication of HR policies, practices, and guidelines, often in partnership with:
• Corporate communications staff - HR branding, employee communications, etc.
• Legal department - to ensure policies are up-to-date and compliant with federal, state, and local labor laws and regulations
• Provides one on one staff interface to:
• Actuaries
• Insurance companies
• Legal counsel
• Vendors and consultants
• HR Client communities whose services are integrated with human resources, including corporate strategy and communications, facilities, governance, payroll, procurement, risk management, grants and awards, and legal and compliance
• Offers counsel on HR policies and guidelines to:
• Employee Benefits and Compensation Committee
• Strategic Planning Committee
• The IEEE Foundation
• Management Council Representatives
• Business Managers
• Ensures operating unit’s adherence to organization-wide policies, practices, and standards
• Oversees OU staff and partners with department managers in managing their performance and career development

!*!Education

• Bachelor's degree or equivalent experience Business Administration, Human Resources, Industrial Relations, Marketing, or a related liberal arts degree that emphasized excellence in research and writing Req
• Master's or other advanced degree in Business Administration, Information Management, and/or Human Resources Management Pref

Work Experience

• 15-20 years in Human Resources, Business Administration, and/or related field; Must have broad HR experience with specializations in recruitment, selection and retention, compensation and salary administration, benefits planning and management, training and development, and/or total rewards management Req
• 7-10 years management experience Req
• Professional experience must demonstrate a comprehensive and current knowledge of the concepts, practices and legal issues involved in all areas of Human Resources, as well as a solid background in management practices
• Prior experience in either a large tax-exempt organization, a publishing organization, or a technical organization will be helpful

Licenses and Certifications

• Certified Association Executive (CAE), conferred by ASAE-The Center for Association Leadership Pref
• Certified Employee Benefit Specialist (CEBS), conferred by the International Foundation for Education, Benefits and Compensation (IFEBC) Pref
• Global Professional in Human Resources (GPHR), conferred by the Society for Human Resource Management Pref
• Professional in Human Resources (PHR) and/or Professional in Human Resources – California (PHR-CA), conferred by the Society for Human Resource Management (SHRM) Pref
• Project Management Professional (PMP), conferred by the Project Management Institute Pref
• Senior Professional in Human Resources (SPHR) conferred by SHRM Pref

Skills and Requirements

• Must demonstrate that they are a model of consistent application of practices, programs and policies throughout the organization
• Must demonstrate positive experience as a corporate change agent who has designed and driven significant enterprise-wide cultural and business change, as well as significant change within the department
• Must demonstrate a strong commitment to customer service and satisfaction
• Must be a business management professional with strong foundation in personal integrity and business ethics
• Must understand and promote the mission of IEEE and have an overall appreciation for the development and use of technology now and in the future
• Must be able to resolve business challenges stemming from changing business models and financial, operational, and strategic goals/objectives
• Must communicate effectively with polished presentation skills and have strong human relations skills; Must work well with volunteers and staff in a highly charged, highly political environment
• Business fluency in a foreign language, especially Mandarin Chinese, French, Spanish, or Hindi will be helpful
• Domestic and international travel required up to 10% of the time; Must have valid travel credentials (e.g. passport, driver’s license, etc.)

Other Requirements:

As defined in IEEE Policies, individuals currently serving on an IEEE board or committee are not eligible to apply.


PLEASE NOTE: This position is not budgeted for employer-sponsored immigration support, this includes all persons in F (both CPT and OPT), J, H, L, or O status.


='For information on work demands and conditions required for this position, please consult the reference document, "Physical, Mental, and Work Environment Standards for IEEE Positions." This position is classified under ' + Category I - Office Positions + '.

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'IEEE is an EEO/AAP Employer/Protected Veteran/Disabled
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'Disclaimer: This job description is proprietary to IEEE. It outlines the general nature and key features performed by various positions that share the same job classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties and qualifications required of all employees assigned to the job. Nothing in this job description restricts management’s right to assign or re-assign duties to this job at any time due to reasonable accommodations or other business reasons. '