Job Requirements:

Education Bachelor's degree in human resources or a business-related field preferred Experience Five or more years of human resources experience required Experience supporting multiple Human Resources disciplines including employee relations, recruitment, performance management, compliance, benefits, and organizational development Experience supporting a global or multi-country workforce strongly preferred Demonstrated experience across employee relations, investigations, talent acquisition, performance management, compliance, benefits, leave administration, and supervisor coaching Recruiting and/or payroll experience preferred Excellent oral and written communication skills with attention to detail and ability to multitask effectively required Experience supporting multi-state and global Human Resources operations strongly preferred Strong organizational skills required Must be able to work on sensitive issues with discretion and a commitment to confidentiality Any combination of education, training and experience which provides the required knowledge, skills and abilities to perform the essential functions of this job may be considered. Licenses and Certifications PHR/SPHR and/or

SHRM-CP/SCP

certification preferred

Essential Functions:

Under the leadership and direction of the Chief People Officer, provide operational assistance for a variety of HR functions including, but not limited to, recruitment, orientation, onboarding, performance management, benefit and compensation, and regulatory compliance. Global Human Resources Partner with international HR team members and employees to support global Human Resources initiatives and organizational priorities. Collaborate with leaders across multiple countries to promote consistency in HR practices while recognizing local legal and cultural requirements. Assist with employee onboarding, organizational changes, and employee relations matters assigned. Coordinate with global HR staff on policy implementation, HR projects, reporting, and process improvements. Support global workforce planning, organizational design, and talent initiatives. Assist in developing globally consistent HR processes while allowing for country-specific compliance requirements. Build strong working relationships with international stakeholders and employees and foster collaboration across global teams. Coordinate with international Human Resources leaders to support consistent organizational policies and practices while recognizing country-specific employment laws, cultural expectations, and regulatory requirements. Recruitment Lead full-cycle talent acquisition activities, including workforce planning, position development, sourcing, interviewing, candidate selection, offer development, and onboarding. Partner with hiring managers to identify staffing needs, develop recruitment strategies, and ensure an efficient, high-quality hiring process. Maintain and optimize the applicant tracking system (ATS) and other recruitment technologies to improve recruiting effectiveness and reporting. Develop and maintain relationships with external recruiting partners, staffing agencies, educational institutions, and professional organizations to support talent acquisition initiatives. Review and update job descriptions to ensure organizational alignment, market competitiveness, and compliance with applicable wage and hour laws. Analyze recruitment, hiring, and retention metrics to identify trends and recommend continuous improvement strategies. Onboarding and Employee Experience Coordinate and oversee onboarding activities to ensure new employees receive a positive, engaging, and compliant onboarding experience. Facilitate new employee orientation and ensure employees understand the organization's mission, values, culture, policies, and expectations. Deliver onboarding and policy education to promote understanding of organizational policies, procedures, and workplace expectations. Foster a positive work environment that encourages employee engagement and retention. Performance Management Manage the evaluation process and escalate any performance concerns to the Chief People Officer. Assist supervisors in establishing proper performance goals for their staff and provide coaching, training and support as needed. Manage the organization's PMP process from start to finish. Conduct supervisor training to ensure understanding of fiscal year rating scales and processes for completing staff evaluations. Serve as a subject matter expert for employees and/or supervisors who need assistance as they complete their annual PMP evaluations. Provide routine status updates to HR leadership as requested to track completion rates, performance evaluation scores and other metrics as directed. Benefits and Compensation Partner with Payroll and Benefits to support accurate, timely, and compliant payroll administration for domestic and international employees, ensuring compliance with applicable wage and hour laws. Administer retirement and benefit programs, including the 403(b), overseeing enrollment, qualifying life events, employee education, vendor coordination, and regulatory compliance. Ensure systems are set up and updated to reflect our current employee base, including wages, benefits, sick and vacation time. Serve as the primary Human Resources resource for payroll-related employee matters and collaborate with Payroll to resolve payroll issues and maintain data integrity. Administer employee benefit programs, including new hire enrollment, qualifying life events, annual Open Enrollment, retirement plan administration, and employee education while ensuring timely and accurate processing. Coordinate leave administration, including but not limited to, FMLA, ADA, workers' compensation, and other applicable global, federal, state, and organizational leave programs. Collaborate with benefit vendors and internal stakeholders to resolve employee benefit issues, support wellness initiatives, and promote employee understanding of available benefit programs. Maintain Human Resources and payroll systems to ensure accurate employee data, compensation, benefits, leave balances, and regulatory reporting. Partner with the Chief People Officer to evaluate compensation practices, support market analyses, and assist with compensation planning and organizational workforce initiatives. Identify opportunities to improve payroll, benefits, and Human Resources processes through technology, process improvements, and continuous improvement initiatives. Regulatory Compliance Serve as a backup to the Chief People Officer in tracking employee FMLA usage to ensure compliance. Comply with international, federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions and providing advice to supervisors on such policies and employment laws. Conduct staff and/or supervisor training to ensure compliance with organization expectations and policies including managing the Annual Disclosure project. Assist the Chief People Officer with maintaining the annual budget spreadsheet and other reports as assigned. Ensure compliance with organization insurance requirements related to staff Motor Vehicle Records and corresponding training. Maintains human resource personnel files and records, both paper and digital, in accordance with legal requirements and Company policies and procedures including keeping information confidential. Assist with ADA interactive process and reasonable accommodations. Assist with leave administration including FMLA, ADA, workers' compensation, military leave, pregnancy accommodations, and applicable state leave laws. Monitor employment law developments and recommend policy or process updates. Assist with internal audits of HR records and employment practices. Employee Relations Serve as the primary Human Resources partner to supervisors and employees regarding employee relations matters. Conduct or assist with workplace investigations involving employee complaints, policy violations, harassment, discrimination, retaliation, and other employment-related concerns. Provide guidance and coaching to supervisors on performance management, corrective action, documentation, and employee communications. Assist managers in addressing attendance, conduct, performance, and behavioral issues in a fair, consistent, and legally compliant manner. Partner with leadership and legal counsel, as appropriate, to resolve complex employee relations matters while minimizing organizational risk. Support disciplinary actions, separations, and reductions in force by ensuring compliance with organizational policies and applicable employment laws. Promote positive employee relations by fostering open communication, conflict resolution, and a respectful workplace culture. Organizational Development Assist with organizational restructuring and workforce planning initiatives. Support succession planning and leadership development efforts. Participate in organizational change management initiatives. Identify opportunities for process improvement and operational efficiency. Analyze workforce metrics including turnover, recruiting effectiveness, retention, employee engagement, performance trends, and other key Human Resources indicators to identify opportunities for improvement. Develop reports and recommendations that support strategic decision-making, organizational planning, and continuous improvement initiatives. Use workforce data to identify trends and recommend improvements. Serve as a trusted HR business partner to assigned departments. Partner with other HR Business Partners to address workforce planning, talent management, and organizational effectiveness. Provide practical HR guidance that aligns with organizational strategy and mission. Assist in the planning and execution of internal employee events such as blood drives, flu shots, employee activities and parties, etc. Establish an environment of high performance and continuous improvement that values learning, a commitment to quality, welcomes and encourages collaboration, and fosters both intra and inter-departmental dialogue and respect. Support leadership in organizational design, workforce planning, succession planning, and implementation of strategic organizational initiatives. Model the type and level of behavior, professionalism and leadership that is in accordance with the values of the organization. Training and Development Develop and facilitate supervisor training on employment law, leadership skills, performance management, investigations, and organizational policies. Coordinate employee development initiatives and learning opportunities. Evaluate training effectiveness and recommend improvements. Perform other related duties as required About Feed the

Children:

As a leading anti-hunger organization, Feed the Children is committed to ending childhood hunger. For children everywhere, we believe that having enough to eat is a fundamental right. Feed the Children is a global movement focused on ending childhood hunger in the U.S. and around the world. Working alongside communities, we provide food, essentials, and opportunities to children and families who need them most so every child can survive and thrive. We are committed to helping families experiencing hunger and hardship so children have what they need to stay healthy, learn, and grow. By uniting people and inspiring action, we work to create a world where no child goes to bed hungry. Compassion has no borders. We believe that every child deserves a chance to thrive.

Our Values:

We are driven by a shared sense of PURPOSE. At Feed the Children, our commitment to the mission is at the heart of what we do and fuels our collective impact in the communities where we serve. We cannot achieve our bold vision without our talented PEOPLE. We are passionate about fostering a best-in-class workforce that is engaged, respected, and empowered to deliver results. We believe in CURIOSITY and continued learning. Success requires a culture of discovery, curiosity and continued learning to expand our knowledge, seek new perspectives and challenge the status quo. We know

COLLABORATION

is the only way to end childhood hunger. We cannot succeed alone. It will take all of us - our employees, donors, partners, volunteers - working together to accomplish our ambitious goals. We DREAM big. When we work together, we collectively reimagine what is possible. We dream big to solve complex problems and create deep impact in communities around the world. We VALUE every donor. We respect our donors' intentions and promote responsible stewardship of the resources they entrust to us. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Feed the Children is an equal opportunity employer. All qualified candidates will receive consideration for positions without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, political affiliation, pregnancy, military and/or veterans' status, genetic characteristics, marital status or any other considerations made unlawful by applicable state, federal, or local law. Feed the Children welcomes and encourages applications from persons with physical and mental disabilities and will make every effort to reasonably accommodate the needs of those persons. Additionally, Feed the Children strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programs are implemented. Feed the Children expects its employees to maintain high ethical standards, protect organizational integrity and reputation, and ensure that Feed the Children work is carried out in honest and fair methods, in alignment with the Feed the Children safeguarding and associated policies. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. 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