People And Talent Director

GLOBAL HEALTH STARTS WITH YOU!

Title: People and Talent (P&T) Director

Location: Mumbai or Bangaluru, with strong preference given to candidates in Mumbai. 30-40% travel expected between these two locations and other states.

Reports to: dual reporting line to the HQ Chief People and Systems Officer and Americares India Foundation (AIF) Country Director

Direct reports: 4

Schedule: This role will be required to occasionally work during hours that may be outside of traditional office hours as we are an organization that responds to humanitarian emergencies that may occur during evenings and on weekends.

Americares Organizational Values:

We create global community, treating people as they want to be treated.

We respond effectively and responsibly, putting plans into practice.

We embed ethics and equity in our work and workplace.

We are better together; partnership is at our core.

We ask and listen, to create sustainable solutions for a healthier tomorrow.

We commit to quality, growing and improving to ensure individuals and communities thrive.

Duties and Responsibilities:

People and Talent strategy:

-Develop and implement Americares India Foundation’s comprehensive people and talent strategy aligned with the organization’s mission, values and global P&T practices.

-Lead strategy and enhancements in end-to-end recruitment and talent retention initiatives for programmatic operations, and leadership roles across states, ensuring fair, compliant, and transparent hiring and internal growth practices.

-In alignment with global employer brand, strengthen country employer branding to attract values-aligned, mission-driven and highly competent talent.

-Evaluate, strengthen and implement performance management systems linked to organizational goals, mission, strategy, and values.

-Partner with HQ P&T to align country learning and development initiatives (including onboarding, technical skills, leadership development, and career progression frameworks) to global L&D strategy.

-Support proposal development by contributing to workforce planning, staffing structures, and P&T-related budget inputs for new funding opportunities.

-Oversee P&T budget and ensure that financial stewardship and adequate resourcing support current and future talent strategy and plans.

-Oversee and manage external P&T vendors and consultants, ensuring quality, compliance, cost-effectiveness, and results.

-Use data and P&T analytics to inform decision-making and improve people outcomes, creating transparent dashboards and report outs to key leadership in AIF and HQ.

-Enhance workforce surge capacity for emergency response.

Culture, communication and engagement:

-Lead people-related change initiatives, strengthening intentional culture and work community, integrating transparent and effective internal communications and values driven campaigns.

-Support cross-functional collaboration and strengthen communication between and among teams, ensuring that all employee languages are actively included in systems, meetings, documents, and day-to-day operations.

-Partner with HQ P&T to ensure active employee participation in global feedback, well-being, fairness for all, and organization engagement activities.

-In alignment with P&T HQ, lead fairness for all initiatives across all parts of the employee life cycle, embedding equity and inclusion in P&T policies, procedures, and activities; design and implement fair systems that mitigate and prevent discrimination while enhancing access and inclusion of employees of all backgrounds, identities, abilities, and experiences.

-Embed duty of care standards and practices into all parts of the employee lifecycle.

Governance, compliance and risk:

-Build and effectively communicate scalable P&T systems and governance for a multi-state, multi-language, geographically dispersed workforce.

-Partner with HQ P&T to design and implement fair, transparent, and competitive compensation packages and structures, aligning with our global compensation philosophy and best practices.

-Evaluate, strengthen and oversee effective employee relations processes, addressing situations proactively and with impeccable judgment, connecting employees to both local and global reporting systems and collaborate with HQ P&T as needed.

-Ensure effective people operations, including but not limited to benefits, contracts, policies, HRIS, PTO, leaves, offboarding, and personnel files in multi-state contexts, automating whenever possible to enhance efficiency and accuracy.

-Proactively identify and mitigate people-related risks.

-Ensure compliance with all applicable labor laws and statutory requirements within and across states.

-Lead implementation and monitoring of POSH policies and internal committees.

-Lead organizational P&T compliance related to donors, auditors, and government regulatory frameworks (including FCRA implications as they relate to staffing).

Organizational leadership:

-Serve as a thought partner to the Country Director and leadership team on organizational design, workforce planning, intentional culture, succession planning, and the full employee experience.

-Partner with leadership to build people management and leadership capabilities at all levels.

-People manage P&T team members, ensuring their success in meeting objectives, modelling organizational values, and embedding ethics and equity in their systems, processes, and interactions.

-Actively model and contribute to Americares values, work culture, and mission.

-Engage in and lead team spaces with openness, global competencies, and a growth mindset.

-Additional responsibilities and duties as needed.

Key role outcomes:

In the first 90 days, the People and Talent Director will:

Learn and live the Americares values.

Complete all required new hire onboarding trainings.

Create an initial diagnostic of current P&T processes, structures, compensation packages, culture, and systems, aligning with the Chief People and Systems Officer on priorities for the first 6 months of a P&T strategic plan.

Determine key P&T metrics that will be evaluated in the first 6 months and ongoing.

Partner with HQ P&T engagement team to create an employee feedback plan, assessing baseline and key milestone markers for culture.

Begin building relationships with employees and begin to understand the employee experience.

Audit labor law compliance (multi-state), POSH implementation, contracts, policies, and employee files, including compliance with laws about protected identities.

Create a risk and compliance heatmap with a plan of improvement, as needed, for the first 6 months and longer-term.

Define a plan for inclusive language and communication access with employees from various backgrounds, locations, languages, and working conditions (e.g. office vs field).

In the first year, the People and Talent Director will:

Lead a high functioning intentional culture.

Establish and operationalize a data-driven P&T function with clear metrics tied to organizational outcomes.

Be viewed by employees, AIF leadership, and HQ P&T as an ethical, fair, and strategic driver of values-aligned and mission-driven P&T strategy.

Sustain effective and impactful workplace committees (POSH, fairness for all, etc.).

Implement key people manager and leadership initiatives that enhance employee metrics, satisfaction, and align with organizational culture.

Fully embed P&T strategy and organizational values into ongoing systems, processes, and experiences for employees.

Create an organizational design and development plan that addresses current and future operational plans, strategy, and sustainable team growth.

Implement a talent attraction and retention plan that generates key results in mission impact.

Successfully embed duty of care and staff well-being into services, benefits, perks, policies, and initiatives.

Competencies required for the role include:

Proven ability to design and execute a comprehensive people and talent strategy in a non-profit organization.

Significant results in translating organizational strategy and values into people systems, processes, and intentional culture best practices.

Demonstrated experience leading large-scale organizational change and transformation initiatives.

Creative problem solving and strategies for uniting diverse locations, roles, identities, functions, and workplace conditions (e.g. field and office) into a values-aligned and mission-driven workplace community.

Prior experience with creating accurate assessment frameworks and metrics that inform meaningful P&T initiatives, leading to timely and continuous progress.

Senior P&T leadership experience across multiple states within India.

Demonstrated commitment to leading an intentional culture and initiatives that sustain fairness for all, duty of care, and embed equity.

Subject matter expertise in multi-state employment laws, compliance, regulations, and compensation packages.

Impeccable integrity, ethics, and judgment.

Ability to navigate global, multi-state, and local employment contexts, ensuring process and systems alignment.

Effective implementation of P&T systems that provide accurate records and automate efficiencies.

Successful vendor vetting and negotiation competencies that enhance benefits, perks, and services for employees.

Alignment with our organizational values – in growth mindset, behaviors, and demonstrated results.

Fluent in English, proficient in Hindi, AND able to effectively communicate in at least one of the following languages: Kannada, Tamil, and/or Marathi.

This role is open to candidates who have unrestricted work authorization in India and extensive experience leading P&T in Indian organizations.

These competencies are preferred but not required for the role:

P&T leadership in a global humanitarian and /or health organization.