Head of Human Capital and Operations

INTERNATIONAL FEDERATION OF ACCOUNTANTS (IFAC)
During 2024, IFAC shifted its strategic focus to maximizing member value and experience. The Member Value Proposition (MVP) was created and is currently being embedded into all of IFAC’s activities:

• IFAC, by connecting and uniting its members, makes the accountancy profession truly global.
• IFAC member organizations are champions of integrity and professional quality and proudly carry their membership as a badge of international recognition.
• IFAC and its members work together to shape the future of the profession through learning, innovation, a collective voice, and commitment to the public interest.

IFAC has traditionally delivered member services from a centralized operating model based in New York. As part of the transformation to a new target operating model, IFAC will move to a global multi-location model, which will greatly enhance our ability to deliver value to member organizations around the world. As part of this shift, we welcome applicants from around the globe to apply and contribute to our mission.

IFAC also continues to provide operational and administrative support to the International Foundation for Ethics and Audit (IFEA) through a service-level agreement. IFEA is a separate, independent non-profit organization that houses two international standard-setting boards focused on audit and ethics.

POSITION SUMMARY
The Head of Human Capital (HC) and Operations is a key strategic partner responsible for aligning talent strategies with organizational priorities to drive business performance for IFAC and the International Foundation for Ethics and Audit (IFEA). This role blends strategic insight with hands-on execution, overseeing core areas such as talent acquisition, employee relations, benefits, compensation, performance management, learning and development, and workforce planning. This role also oversees the daily operations of the office and maintains a relationship with outsourced service providers.

ESSENTIAL DUTIES & RESPONSIBILITIES:
Essential duties and responsibilities include those that are set out below. Other duties may be assigned to meet business needs.

• Lead the HC functions and team to shape and execute a forward-thinking talent strategy that supports the organization’s growth and succession planning.
• Lead talent mapping, succession planning, development training, and identifying emerging leaders.
• Design and implement cyclical human capital processes such as performance reviews, compensation planning and analysis, engagement surveys, professional development, and talent reviews.
• Provide consultative guidance to managers and staff on general HC-related matters.
• Support strategic global workforce planning and internal mobility efforts in alignment with business needs.
• Serve as a consultative partner to managers and employees on employee relations, team effectiveness, performance issues, and development conversations.
• Coach leaders to build people-centric teams and ensure consistent application of company policies and practices.
• Analyze and interpret HC metrics to inform strategy, identify trends, and drive continuous improvement across the employee lifecycle.
• Recommend and implement process enhancements across HC operations, onboarding, performance, and compliance.
• Champion a culture of excellence, integrity, inclusion, and transparency across all levels of the organization.
• Promote initiatives that build engagement, psychological safety, and a sense of purpose among employees.
• Model and uphold organizational values and leadership principles.
• Lead the Operations department, overseeing day-to-day office management and ensuring organizational efficiency.
• Manage, Mentor, and coach the Operations and Human Capital teams to enhance leadership capabilities and drive organizational impact.
• Manage the relationship with various outsourced service providers to ensure seamless delivery of support services.
• Provide Human Capital support in alignment with established Service Level Agreements (SLAs) to ensure timely, high-quality service delivery to partner organizations.

QUALIFICATIONS & REQUIRED SKILLS

• Bachelor’s degree or equivalent in Human Resources, Organizational Management, Business Administration, or related field required; master’s degree preferred.
• 10+ years of progressive HC generalist experience, with at least 8 years in leadership roles.
• Proven experience managing and developing teams, with a track record of building talent, driving engagement, and fostering professional growth across diverse and distributed teams
• Strong business judgment, influence, leadership, and integrity are essential for this position. In addition,
• Have gravitas and sensitivity to relationship issues in an evolving, international culture.
• Demonstrated ability to develop and deliver people strategies that drive business impact.
• Deep expertise in talent acquisition, employee relations, performance management, data and analytics, and HC operations.
• Strong understanding of federal, state, and local employment laws and best practices.
• Excellent written and verbal communication skills, including experience preparing proposals, reports, and presentations for executive audiences.
• Highly organized, with meticulous attention to detail and the ability to track complex deliverables.
• Member-centric mindset, with a proactive and forward-looking approach and commitment to the public interest.
• Ability to navigate cultural and jurisdictional sensitivities and work effectively across diverse cultures and levels of an organization.
• Strong interpersonal skills, diplomacy, and a team-oriented perspective.
• Flexible, creative, and adaptable in a dynamic environment.

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. Additionally, if an applicant is US-based, provided they meet all eligibility requirements under the applicable plan documents, employees (and their eligible dependents) will be eligible to enroll in group healthcare plans that offer medical, dental, vision, and basic life insurance. Employees will also be able to enroll in our company’s 401 (k) plan, as well as a deferred compensation plan, provided they meet plan requirements.

The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At IFAC, compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range for candidates in the NY-Metropolitan region is $200,000 to $250,000.

IFAC is an equal employment employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or protected veteran status, or any other legally protected basis, in accordance with applicable law.