Human Resources Director (HRD)

Reporting directly to the General Management and a member of the Executive Committee, the Human Resources Director defines, leads and implements the HR policy of the Foundation. This executive position requires strong strategic skills, proven HR experience, as well as a high degree of professional maturity and discernment.

Our client is a non-profit sector organisation based in Geneva.

Responsibilities

The role covers the Foundation's employees as well as the structuring and management of the HR service offering for the hosted funds employing staff in Switzerland and internationally. The function is carried out without a direct HR team: it therefore requires combining strategic vision with daily operational involvement. The person must be ready to personally manage the operational HR function, not just define its directions or supervise its execution. They rely on specialised providers and advisors.

Foundation Human Resources Management

The HRD leads the HR function and directly manages operational HR without a dedicated team. They advise General Management and managers, ensure consistency of practices and compliance with legal obligations. In this capacity, they:

• define and implement recruitment, remuneration, performance management, training, skills development and managerial culture policies within a matrix organisation
• manage the operational employee lifecycle in coordination with managers and internal and external partners
• translate strategic directions into concrete processes and actions
• advise General Management and managers on organisation and sensitive individual situations: conflicts, work incapacity, etc.
• ensure compliance with Swiss labour law, protection of individuals and HR data, as well as traceability and confidentiality of files
• organise the takeover of HR functions performed by the CFO, without duplicating financial responsibilities

Structuring and Management of the HR Offering for Hosted Funds

The HRD structures and manages the HR service offering for the hosted funds. They ensure service quality, risk control and clarity of responsibility sharing between the Foundation, the funds and external providers. In this capacity, they:

• design, within the first six months, a standardised offering covering direct employment by the Foundation and the use of umbrella company providers / Employer of Record, according to countries and risks
• establish the service catalogue, eligibility conditions, processes, document templates, approval rules and exception handling procedures
• select external providers, contract their interventions and supervise their reliability, local compliance, costs, service quality and incident management
• supervise employment contracts and their amendments, remuneration, payroll, social contributions, pension schemes and applicable insurance coverages
• define the sharing of responsibilities between the funds, which ensure operational management, and the legal employer, who retains decisions and obligations incumbent upon them, and formalise validations, delegations and escalation procedures
• support the funds in sensitive HR cases

Strategic Contribution, HR Governance and Risk Management

As a member of the executive committee, the HRD contributes to the Foundation's strategy and institutional development. They lead HR governance, ensure practice compliance, coordinate stakeholders and secure processes. In this capacity, they:

• define and maintain the HR risk mapping, internal controls and documentary obligations, including for arrangements related to employees of funds internationally
• manage sensitive HR cases by informing General Management of major risks and reserved arbitrations
• manage the HRIS functionally, ensure HR data quality and confidentiality, manage access and tool evolution, and produce indicators necessary for HR management
• manage and secure the payroll process in collaboration with the external fiduciary, ensure transmission and control of salary data, supervise social insurance aspects and guarantee compliance of associated treatments and obligations
• participate in defining and implementing strategic directions and provide HR expertise to executive committee decisions
• support or lead strategic institutional projects
• prepare strategic HR files submitted to governance bodies

Candidate Profile

Guiding Principles of the Position

• Cross-functional leadership in a matrix organisation. The HRD mobilises expertise and unites actors beyond hierarchical links. They prioritise coordination, transparency and cooperation to build consensus and align human, operational, financial and technological resources in service of the Foundation's strategy and interests.

• Strategic responsibility and direct operational involvement. The HRD combines overall vision, proven experience and professional maturity to structure the HR function and inform management decisions. Without a direct team, they personally manage daily operations with autonomy and pragmatism, relying on specialised providers and advisors as needed.

• Excellent mastery of Swiss labour law and best HR practices, notably in labour relations, performance, remuneration and compliance.
• Excellent communication skills in French and English, both written and oral, in international and multicultural environments.

Terms and Benefits

• A permanent employment contract;
• A position based in Geneva;
• One day of weekly remote working