Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping America and the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research in the areas of U.S. politics and policy views; media and journalism; internet and technology; science and society; religion and public life; Hispanic trends; global attitudes and U.S. social and demographic trends. Pew Research Center does not engage in advocacy activities nor take policy positions. The Center's work is carried out by a staff of about 150 talented experts in survey research, journalism, political science, communications, data science, and other disciplines. It is a subsidiary of The Pew Charitable Trusts.
- Partner with cross-functional counterparts at The Pew Charitable Trusts to leverage the parent organization's resources and to balance appropriate alignment and differentiation in human resource management across the two organizations,
- Serve as a champion and steward of the Center's culture, ensuring that people, processes, and systems reflect its importance to organizational success and partner with leadership to define, maintain, communicate, and model the Center's culture,
- Contribute to achieving annual goals and strategic plans by managing, identifying, and researching human resources issues; contributing information, analysis, and recommendations to inform/influence organizational strategic thinking and direction; and establishing human resources objectives in line with organizational objectives.
- Work with leadership to drive and manage organizational change while maintaining the Center's high professional standards for research, dissemination and operations.
- Provide leadership in the development, implementation and promotion of diversity and inclusion initiatives.
- Serve as coach/resource and provide advice to senior staff and supervisors on a range of employee issues to include performance, compensation, rewarding and administering performance management, employee relations, and addressing complaints and resolving problems.
- Develop and manage strategies to improve employee engagement through the alignment of goals, performance management, organizational communication, employee feedback processes, training programs, employee rewards, and other methods.
- Proactively manage the organization's staffing needs to include the assessment of leadership and high-potential talent, succession plans, inventories of critical positions, retention risks, etc.
- Develop, manage, and lead recruitment strategy and efforts through demonstrated knowledge of labor market trends, candidate sourcing methods, social media tools, and rewards strategy.
- Provide oversight of day-to-day operations of the human resources functions and ensure proper communication, implementation and execution of human resources programs and initiatives.
- Measure and monitor key human resources performance metrics and indicators, developing plans that continuously improve upon benchmarks and manage HR staff performance.
The successful candidate will possess broad knowledge of the range of HR functional areas and some depth of knowledge and/or experience in the talent management functions (i.e., recruitment, performance management, talent development, D&I, and change management), rewards program development and administration, compliance and personnel policy administration, and evidence-based approaches to HR administration. HRMS, payroll, and benefits administration activities will be managed at The Trusts, but candidates should possess enough knowledge of and experience with these activities to provide sound guidance to and support of these activities.
More specifically, successful candidate qualities include:
- Demonstrated ability to understand and influence an organization through “soft” power. An understanding of business and the use of evidence and data to develop problem solutions and influence their adoption and implementation. Knowledge and understanding of decision-making structures and power at the senior-most levels of an organization.
- Expert relationship management skills; demonstrated by the ability develop relationships across the organization, establish trust and provide counsel to staff in a thoughtful, sensitive and timely manner.
- Excellent written and oral communication skills. Expresses ideas, thoughts, and concepts clearly and concisely; listens first, exercises sound judgment, and then makes solid, structured recommendations that can be implemented.
- Demonstrated excellent customer service and project management skills. Ability to set and adjust multiple priorities. Ability to organize time and identify resources for individual and group projects. High degree of results orientation.
- Working knowledge of HRIS platforms, Workday preferred, and facility with spreadsheets, project management tools, and Microsoft office products required.