Head of Human Resources

The Global Energy Alliance for People and Planet (Global Energy Alliance) The Global Energy Alliance for People and Planet (Global Energy Alliance) works for a world where everyone has access to affordable reliable clean electricity and the means to use it to improve their lives. Our Alliance builds transformative public private philanthropic partnerships to end energy poverty and accelerate green economic opportunity. Founded in 2021 by The Rockefeller Foundation IKEA Foundation and Bezos Earth Fund we design innovative projects/programs unlock finance strengthen institutions and transform markets delivering progress anchored in deep community engagement. By uniting actors across the value chain from households to heads of state we go beyond individual projects to drive lasting systems change. With work in more than 30 countries across Africa Asia Latin America and the Caribbean our Alliance aims to reach 1 billion people with clean electricity prevent 4 billion tons of carbon emissions and create or improve 150 million jobs.

The Head of Global Human Resources is the organizations most senior HR leader responsible for shaping and delivering the global people strategy for a complex fast-moving mission-driven 501(c)(3) organization. Leading a globally distributed HR function this role will build a unified and scalable people model that supports GEAs existing global footprint alongside future growth at a critical stage in the organizations development.

Reporting to the CEO the position will act as a strategic partner on organizational strategy leadership talent and culture while working closely with the executive team to drive operational excellence and alignment across the function.

The role leads and develops a global team of HR managers and business partners across Global Energy Alliances regional offices providing coaching mentorship and direction to build a high-performing collaborative HR team. Through these reports and directly where appropriatethe role serves as a strategic HR partner to functional leadership provides trusted counsel on people and organizational matters champions and role-models culture and values and ensures HR initiatives are delivered cohesively and impactfully across the organization.

• Leads strategy planning and service delivery for the HR function globally partnering with organizational leadership to deliver HR solutions that align with business objectives drive cultural alignment across all regions and meet the current needs of all global operations and functions as well as anticipating and partnering to evolve HR support as the organization develops. Fosters and builds key relationships internally and externally to ensure the HR function is best positioned to serve the organization.
• Builds an agile people infrastructure across complex matrixed environments between geographies and central enablement functions.
• Coaches mentors and supports the global HR team including direct reports in the regions. Responsible for identifying and engaging temporary or consulting resources as needed for critical Drives the HR business partner model to support each area of the organization and serves as the HR Business Partner to the leadership team.
• Serves as a strategic partner to the Boards Governance and Nominations Committee (GNC). This includes partnering with the Committee Chair to support quarterly meetings with agenda preparation materials development and follow-up on action items between Responsible for keeping the Committee informed of any material HR matters as they arise and proactively ensuring the Committee has visibility into executive compensation organizational design and key policy matters.
• Oversees all HR operations including payroll and benefits leave administration policies and HR systems and compensation designing compensation strategies and ensuring fair and equitable application of the compensation program. Designs and guides the performance management program ensuring employees receive ongoing feedback and annual reviews.
• Oversee the development implementation and standardization of HR policies processes and programs globally.
• Responsible for all elements of the talent lifecycle including talent acquisition onboarding talent management employee and leader training and career development employee engagement employee relations and succession
• Partners with leaders to foster continued focus on culture leveraging organizational values to drive impactful initiatives.
• Translate traditional HR metrics into impactful outcomes that drive organizational advancement and resonate with GEAs alliance partners founders and stakeholders.
• Ensures compliance with all labor laws partners closely with GEAs legal team and monitors adherence to internal policies standards and 501(c)(3) requirements to anticipate and mitigate risks.
• Responsible for building and managing the global HR budget and partnering on the full organizations annual resource planning budgeting and forecasting cycles.

• Leadership Presence: Strategic orientation thought leadership integrity accountability steady and calm presence and emotional intelligence
• Sound Judgment and Decision-Making: Ability to distill key insights and frame distinct choices; think creatively and bring new ideas to the table; evaluate risks and opportunities; use analytical and problem-solving skills
• Inclusion: Demonstrates collaborative mindset and commitment to GEA mission and values. Creates an inclusive environment and champions Diversity Equity and
• Communication: Exceptional interpersonal communication skills listening written and oral to a variety of Board leadership and staff audiences
• Influencing and Negotiating: Ability to influence and negotiate internally and with external partners including framing complex topics and recommendations for executive and board engagement; demonstrates conviction on people and policy matters
• Execution: Ability to set direction and plan effectively; has strong project management skills and can effectively prioritize; drives for results can multi-task and works well under pressure; knows how to scale and build an organization; employs attention to detail with their work and sets high standards
• People Management: Skilled in team building coaching and mentoring delegating inspiring and motivating

• Bachelors degree and/or advanced degree preferred in Business Organizational Development Human Resources Industrial Psychology or related field and/or equivalent combination of education and experience
• 12 to 15 years of progressive HR or business leadership with substantial experience running a global or multi-country human resources division
• Experience working in a complex geographically dispersed global philanthropic organization understanding the organizations responsibilities as a 501(c)(3) employer
• Proven experience in all core areas of HR operations as well as HR strategy development and deployment
• Proven leadership interpersonal and financial acumen
• Proven project management skills with an ability to work independently under pressure and coordinate effectively across multiple stakeholders culturally and ethnically diverse environments
• Contract negotiation and experience managing vendors
• Computer proficiency especially in MS Office applications; ability to learn new applications quickly

This is a full-time exempt position with an annualized starting salary of $00 commensurate with experience. The Global Energy Alliance provides a comprehensive benefits package including a robust paid time off plan of 28 days annual leave in addition to org-wide end-of-year-office closure 401(k) retirement plan with 10% employer contribution $1000 annually for work-from-home expenses and $100 monthly for use for transit. The Global Energy Alliance prides itself on being a flexible employer and employees typically operate on a hybrid schedule that typically includes 2 days in office per week.

This position could be based in our NYC or DC offices. Unfortunately we are not able to offer visa sponsorship for this position.

The Application Process

The Global Energy Alliance has engaged Equitable Hiring Group to support this hiring process. To apply please complete the short form below

The application deadline for this role is Wednesday September 9th and applications will be reviewed on a rolling basis before then therefore we encourage you to submit yours soon!

The overall evaluation process will look to follow this anticipated timeline:

• Early September: Selected candidates asked to complete short answer questions
• Mid-September: multi-team member panel video interview with Global Energy Alliance Staff
• Late September: Finalist candidates will be asked to complete a timed trial assignment
• Early October: Final interview with the Global Energy Alliance CEO in-person preferred
• Mid-October: Offer extended

If you have any questions about the opportunity please feel free to email

We operate from a strong commitment to equity diversity and inclusion in everything we do. It is not only the right thing to do we could not make an impact without our team members diverse perspectives and experiences. We expect all Global Energy Allianceemployees to contribute by developing their unique perspectives and talent challenging conventional wisdom through evidence and reason and amplifying marginalized voices.

Global Energy Alliance is committed to the principles of equal employment opportunity and compliance with all federal state and local laws concerning employment discrimination including the Americans with Disabilities Act. To this end the organization ensures equal opportunity to all employees and applicants regardless of race color age gender sexual orientation religion marital status national origin or ancestry citizenship lawful alien status physical mental and medical disability veteran status or liability for service in the United States Armed Forces.

Global Energy Alliance is an Equal Opportunity Employer.