Openings at Living Goods

Research Project Management

• Manage priority internal and external research projects from end to end including developing the evaluation strategy, drafting RFPs, identifying and contracting research partners (where appropriate), project management and oversight, data anlaysis report writing, dissemination, and ensuring translation of evidence and insights for program improvement and advocacy.
• Provide technical guidance/management to other LG and partner staff to adhere to research systems/processes/protocols to ensure high-quality research design, implementation, and analysis.
• Conduct analysis of internal program data and external evaluation data to answer priority learning questions or develop key evidence and insights for advocacy.

External Research Partnerships & Business Development

• Expand and deepen strategic global research partnerships
• Identify Principal Investigators and high-quality research partners for collaboration on specific projects.  
• Package up key evidence, learning and insight to share externally for advocacy, thought leadership and business development.
• Represent the organization externally with government partners, academia, funders
• Lead the technical input on evaluation and research sections of funding proposals.
• Partner with the business development team to identify specific opportunities for research funding aligned with the strategy.
• Participate in relevant external coalitions and technical working groups

Knowledge Pieces and Publications

• Publish key research, analysis, evidence and insights in peer-reviewed journals.
• Write knowledge pieces including blogs, policy briefs, and other articles to drive LG thought leadership, fundraising and advocacy goals.

Professional development & capacity-building

• Provide technical mentorship and capacity building across staff in research design, management and dissemination.
• Share relevant literature and research with team to enable and encourage evidence-informed decision making.

Administrative/Other

• Contribute to Global Program Team and country-level research strategy, annual planning and  budgeting.
• Lead or participate in internal and external steering committees and technical working groups as assigned and appropriate.

Minimum Qualifications

• Masters degree in public health, epidemiology, biostatistics, health economics, health systems strengthening, health policy with quantitative research specialization
• Demonstrated research technical experience with 7-9 years of total work experience with ideally 1-3 years at managerial level

Skills and Competencies:

• Excellent research & analytical technical expertise including in Epidemiology, bio-statistics, health economics, health systems research, quantitative & qualitative methods, survey design and management, data management,
• Experience managing multiple research projects from end to end with a high degree of quality and excellence. 
• Strategic thinking and analysis, ability to synthesize and interpret evidence and data into relevant, strategic recommendations
• Track record of packing up evidence and insights into high quality knowledge and learning outputs, policy briefs, peer-reviewed publications etc.
• Ability to foster research collaboration internally and externally across an established personal network of research colleagues. 
• Experience in team management, technical capacity building and mentorship.
• Excellent written, verbal and inter-personal communication skills. Demonstrated ability to communicate and engage effectively with a range of stakeholders including team members, external partners, funders and government partners.
• Strong interpersonal skills including cultural sensitivity. Experience working cross-functionally across teams

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Top Accountabilities:

• Design and execute an internal communication strategy and plan that drives employee engagement and helps build a vibrant culture of collaboration at Living Goods: Working closely with the Director of Org Design and Effectiveness and the Communications team, you will define a purposeful and creative approach that will promote connectivity among staff across the organization, drive bottom-up and top-down communications, and enable clarity and consistency around change management.
• Increase staff understanding of our organizational direction and priorities for our people. Publish information that all staff needs to know, and support consistent country communication in our countries of operation. Lead the organization of regular lunch and learns and other staff events or forums.
• Maximize digital tools and virtual events to engage staff across the organization. As we have a decentralized structure with staff operating in different countries and time zones, we seek a digital strategist who will maximize communications vehicles and tactics that create connection, bottom-up opportunities for feedback and better clarity about organizational initiatives.
• Drive culture and positive energy: You will take ownership of helping to enhance company culture and making employees feel appreciated and celebrated and will work to execute key tactics intended to drive diversity, equity, and inclusion, and strengthen understanding of core organizational values.  You will develop a mechanism to monitor and report on DEI KPIs and targets for various teams across the organization.
• Change Management. You will work cross-functionally across multiple teams—in close partnership with the People & Culture, Communications, and Global Executive/Country Leadership teams—to ensure organizational initiatives and projects are successfully communicated to employees and stakeholders on a timely basis and through multiple channels.
• Strengthen our employer brand. You will champion staff engagement forums that amplify employee stories and experiences to drive improved internal branding and drive recruitment on our website, by inspiring applicants with the people who drive our work.
• Produce employee communications: Develop and author a variety of internal and executive communications including internal newsletters, presentations, announcements, and blogs to be delivered across a variety of communications channels, including the articulation of policies, performance management cycles, and other org-wide initiatives managed through the People and Culture department.

Qualifications & Experience Required

Qualifications:

• Bachelor’s degree is required. Advanced degree (MA/MBA) preferred

Experience

• 6-8 years of professional experience with an emphasis on communications, culture & employee engagement within a multinational environment or international non-profit.
• Strong expertise with digital communications tools to drive engagement; basic formatting and design skills with the Adobe Creative Suite, Canva and Mailchimp are a plus but not required.
• Demonstrated experience in developing content and campaigns for employee audiences.
• Proven track record of successfully managing medium-to-large scale employee projects, particularly around change management.
• You have a commitment to diversity and inclusion and experience working in a decentralized, matrixed structure. Experience successfully leading DEI and/or change management initiatives preferred.
• Strong messaging communications experience: You can write and tailor content for specific audiences that demonstrates a deep understanding of messaging, positioning, and stakeholder needs.
• Organized and creative, you’re able to easily adapt and change directions quickly when needed and can resiliently work well in a challenging environment.

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Roles and Responsibilities

HR Service Delivery

• Provide guidance to employees, managers, and business leaders regarding HR policies and practices, and employment-related matters.
• Serve as first point-of-contact and advisor on operational HR cases related to day-to-day workplace matters and activities such as recruitment, payroll, benefits, leave, wellness, OHS, onboarding/offboarding, HR administration, performance, training, and expatriate management.
• Contract with clients and delivers against agreed Service Level Agreements (SLAs) on various key routine and ad hoc deliverables.
• Manage external HR vendors to ensure high-quality delivery of HR services to employees.
• Working closely with the HRBPs and Centres of Expertise (CEOs) leads to resolving complex cases.
• Provide key input in benefits and other program designs in line with local legislation.
• Coordinate HR events as per the annual HR plans.
• Analyze trends from HR cases handled as well as employee queries and translate these into insights for HR policy and process reviews by the COE.
• Work with HRBPs and Talent Management Teams to design, review and maintain up-to-date job descriptions. 

Employee Relations & Engagement

• Research and investigate employee queries, complaints, issues, and concerns regarding employment practices.
• Recommend appropriate solutions and develops action plans and follow up to ensure completion.
• Resolve general employee relations issues in a timely and professional manner ensuring fairness and consistency.
• Working closely with the HRBPs and COE leads to resolving complex employee relations matters and building positive employee experiences at each stage of the employee lifecycle, from onboarding to offboarding including exit interview coordination.
• Support the disciplinary process and case management tracking.
• Work with HR Business Partners and Internal Comms experts on crafting and transmitting Staff Communication on various employee engagement interventions.
• Support the different Employee Surveys from time to time.

Data Management & Reporting

• As a power user for various HRIS tools, maintain accurate employee and candidate records to support HR processes, and train staff on ESS resources as needed from time to time.
• Produce essential and value-add reports in a timely manner.
• Support the collation of HR metrics and dashboards.
• Monitor the execution of administrative work related to physical files, forms, and records as well as manage the full migration to e-filing.

Other

• Support the drive toward HR shared service process standardization and improvement by seeking and providing continuous feedback.
• Take a substantive lead in the preparation of HR audits and subsequent action plans.
• Undertake specific HR-related projects with the larger HR team global as appropriate.

Skills and Competencies

• Holds self and others accountable to meet commitments. For example, accepts responsibility for their own work, both successes, and failures. Handles fair share and does not make excuses for problems. Usually meets commitments to others.
• Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, quickly determines the most critical data and focuses analysis there; recognizes even subtle symptoms that indicate problems; probes deeply for root causes; uses systematic problem-solving methods. well.
• Manoeuvres comfortably through complex policy, process, and people-related organizational dynamics. For example, has a firm grasp of organizational culture and politics; connects with key stakeholders, and knows when to bring something to their attention.
• Handles conflict situations effectively, with a minimum of noise. For example, takes a positive approach to conflicts; helps dispel tension; seeks guidance and feedback on managing conflict; delivers controversial viewpoints candidly and sensitively; does not take arguments personally.
• Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, pursues, explores, and develops ways to ensure their own work is as effective as possible within all relevant processes. Shares an analysis of process problems with stakeholders; discusses how to resolve the issue.
• Makes good and timely decisions that keep the organization moving forward. For example, swiftly internalizes coaching on routine issues; handles issues confidently after instruction. Leverages rules and procedures to speed up decision-making. Confidently and quickly draws on others’ expertise.
• Builds partnerships and works collaboratively with others to meet shared objectives. For example, finds many ways to add value to the team; probes to draw out richer input from others; is a valued resource who goes out of the way to help others.
• Anticipates and adopts innovations in HR digital and technology applications. Uses digital/social media to benefit the team and add value to the work being done; understands how to avoid misuse of these tools.
• Plans and prioritizes work to meet commitments aligned with organizational goals. For example, adopts a sequence of activities that allows for optimal efficiency and effective coordination with others. Makes skillful use of resources and support to deliver efficient, high-quality work.
• Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, seeks out others’ perspectives and asks good questions. Shares information that people need to know; gives appropriate context and details when advising clients.
• Consistently achieves results, even under tough circumstances. For example, devotes considerable effort to surpassing goals and achieving the best possible results; goes above and beyond to achieve excellence. Drives ahead with great focus when faced with obstacles and setbacks; maintains productivity and a positive attitude.
• Consistently lives our 5 core values: puts Families First; makes No Small Plans; drives Towards Sustainability; is Inventive and Adaptive, and masters the Art of Collaboration.

Minimum Qualifications 

• Bachelor’s degree in a related field, or a combination of education and experience that yields the required competencies.
• At least 4 years of experience working in Human Resources.  Experience in an HR Operations or HR Shared Service department will be an added advantage.