Join the staff—Chief People Officer

Location: Frankfurt am Main (Germany)
Montreal, Quebec (Canada)
Canary Wharf, London (United Kingdom); officed-based role with flexible, hybrid office/home working offered
Duration: Permanent
Salary: Competitive, plus benefits
Hours: 35 hours per week

About the role

Reports to: Executive Director

Manages:

• in the UK: HR Manager, 3 HR Officers and an HR Executive;
• in the US: HR Director—Americas: HR Manager (0.5FTE); and
• 2 secondary reports.
  

Liaises with: Chair of the Trustees’ Human Capital Committee (HCC); Chair of Trustees; IASB and ISSB Chairs, Vice-Chairs and board members; Operational and Technical leadership across all locations; all staff.

The Chief People Officer will work closely with the Executive Director and the IFRS Foundation’s wider leadership team to take ownership of the global HR strategy and its implementation, ensuring that risks are managed and that people are enabled to grow and give their best in achieving the mission of the Foundation, wherever they are based.

Key responsibilities

HR strategy

Liaising with the HCC Chair, the Chief People Officer will develop, implement and periodically review the HR strategy to ensure it continues to be in line with the overall strategy of the Foundation and has an appropriate emphasis on diversity, equity and inclusion.

• Regularly report to the HCC on plans, issues and projects at a strategic level that require their awareness, advice, input or approval.
• Working within the wider risk management process, maintain a register of people-related risks and ensure that a mitigation plan is agreed and implemented.
• Develop, implement and keep under review the Employee Value Proposition.
• Agree appropriate people-related metrics for the organisation and ensure these are reported against on a periodic basis.
  

Organisational development

• Provide advice and support to senior management across the Foundation on strategic issues such as: the mission statement, strategy process, culture, values and leadership development.
• Support the Foundation’s leadership and take a leading role in the project articulating the culture of the organisation as part of the One Foundation Programme.
• Provide advice and support on arrangements for appropriate feedback to the Boards and Trustees on their effectiveness as groups.

Performance management and development

• Oversee and advise on processes and systems for effective performance management and development for staff, the Boards and other bodies (eg IFRS Interpretations Committee members) as needed.

Resourcing

• Agree resourcing strategy and oversee recruitment policy and practices to ensure they are fit for purpose and meet the strategic and practical needs of individual teams as well as the Foundation overall.
• Ensure appropriate succession planning arrangements that encourage the identification and development of appropriate potential for key risk roles in the organisation.
• Oversee, and participate as appropriate in, due diligence procedures relating to vetting and managing potential conflicts of interest for the Boards, leadership and staff.

Reward and recognition

• Develop, gain agreement to and keep under review the strategy on remuneration, ensuring arrangements are in place which are appropriate for each team, and that a robust and coherent approach is taken in all jurisdictions.
• Oversee policy and practices relating to benchmarking and setting of individual pay rates and annual reviews.
• Oversee selection and renewal of employee benefits in each jurisdiction to align with strategy.
• Contribute to the resolution of complex issues such as tax and social security when necessary.

Leadership and governance

• Help deliver strong governance by providing support to the work of the Trustees’ Human Capital Committee, liaising with the Committee Chair to agree the agenda, produce supporting papers and ensure all follow-up actions are completed.
• Provide input and advice to other Trustee committees, notably the Nominating Committee; Ethics Committee; and Audit, Finance & Risk Committee, as needed.
• Actively contribute to, and participate as a member of, the Operations Leadership Team in developing the wider strategic and operational plans, priorities and projects of the Foundation, working closely with colleagues especially in the more internally focused leadership cluster.
• Ensure positive relationships and close collaboration with all colleagues including Trustees, members of both Boards, as well as Technical and Operational leadership.
• Provide HR advice, coaching and support to leadership on people management issues as necessary

Other responsibilities

• Develop HR team in conjunction with HR Manager to ensure positive culture, appropriate professional standards, continuous professional development and individual engagement in line with the Foundation’s values.
• Oversee relationships with external advisors to ensure they are effectively managed and continue to meet the Foundation’s needs, particularly relating to strategy and compliance in areas such as employment law; remuneration and benefits strategy; employment taxes; and immigration (including lobbying activities where needed to help maintain a supportive policy environment for the Foundation to continue to operate effectively in the UK).
• Oversee HR processes and systems, acting as business owner for HR-related systems.
• Participate in operation of internal staff Alert Cascade system along with Chief Technology Officer and Director of External Affairs.
• Act as alternate for Chief Financial Officer on corporate banking authorisations.
  

Skills, experience and qualifications sought

• Demonstrable ability to lead, support and empower a team across time zones.
• Experience of managing employment issues (including legal, immigration, pay, benefits, tax, social security, etc) across several jurisdictions.
• Demonstrable experience of determining remuneration issues across different jurisdictions.
• Demonstrable understanding and insight on culture and related issues.
• Strong communication, influencing, collaboration and relationship-building skills with colleagues and stakeholders at all levels.
• Ability to relate to the needs and operating environment of an international, not-for-profit body with a public interest mission.
• Ability to progress issues in the face of complexity and uncertainty.

To apply

Please send a detailed CV/résumé to Rob White at Redimeer via robert.white@redimeer.com. Please include the following information or your application may not be considered:

• the job title/position you are interested in and the location of the job (in the subject line of your email); and
• covering email/letter detailing how you meet the specified role requirements and your salary expectations.

Closing date: 1 November 2022

Interviews are held via video conference as part of our standard international recruitment process.

Due to the number of responses we receive, we are unable to respond individually to each application. If you do not hear from us within four weeks of the closing date you may assume that your application has been unsuccessful.