Human Resources Director

The Human Resources Director (HRD) will collaborate closely with the Chief Operating Officer (COO) and the Director General (DG) to develop and present strategic initiatives that align with the company's objectives. The HRD's key responsibilities include overseeing HR operations, systems, and practices to ensure they function effectively and meet the organization's needs. The HRD will ensure legal compliance with federal and state laws, assess staffing needs, and streamline the hiring process. Additionally, the HRD will design training and compensation plans aimed at enhancing employee retention and development.

Main Responsibilities

• Develop and manage HR policies (recruitment, diversity & inclusion, training & development, compensation & benefits, performance management, etc.) in accordance with the strategic guidelines defined for the organization, and outline action plans.
• Provide professional advice on HR matters and serve as a support function for directors and any individuals who request assistance.
• Act as the secretary for the Pension Fund Foundation, handling logistical and administrative tasks such as taking minutes for meetings, which are held 2 or 3 times a year, as well as attending the LPP working group's monthly meetings.
• Act as the secretary for the HR Committee, managing logistical and administrative tasks, including taking minutes for meetings, which are held 2 or 3 times a year.
• Serve as the HR Director for the Association des Toupies, which includes the Tivoli crèche where the IOC has reserved spots for staff children.
• Take an active role in the monthly meetings with staff representatives.

HR Budget

• Propose staffing requirements to IOC leadership.
• Develop the annual HR budget, taking into account decisions regarding resource commitment and planning.
• Establish and manage the yearly and quadrennial plans and budgets.
• Ensure compliance with laws, regulations, and established instructions and procedures.

Management

• Manage departmental teams to ensure effective performance in collaboration with the HR Leadership team.
• Allocate roles and responsibilities within the team based on a shared vision and common ground rules.
• Verify the validity of roadmaps for various activities.
• Determine reporting requirements using the HR dashboard and other analytical tools (SAP, Power BI, Smartsheet, etc.).
• Validate proposed promotions, salary increases, and bonuses in line with benchmarks and IOC procedures.
• Assess the training needs for departmental teams.
• Create staff management charts for the attention of the COO and DG, and transmit all requested HR statistical information to authorized personnel.
• Commit to respecting and ensuring respect for cultural differences within his or her department and interactions with internal and external partners.

Business Partnership

• Act as a Business Partner to the Executive Office of the President and the Direction.
• Work closely with HR Business Partners (HRBPs), liaising with them and managing complex HR cases while ensuring that HRBPs follow up.

Communication

• Organize internal communications in collaboration with the Communications Department.
• Ensure effective communication within the department and maintain good relations with other IOC departments.
• Communicate and work closely with the COO and the Director General.
• Attend directors' meetings and seminars, taking necessary measures to propose and develop synergies between IOC departments.
• Evaluate performance on a regular basis.
• Continue to implement and develop a coherent employee appraisal policy.
• Organize annual appraisal interviews for employees across all departments while monitoring the resulting actions.
• Manage workforce and succession planning.
• Analyze and forecast staffing supply and demand to ensure the company has the right person for each role.
• Collaborate with other Directors to identify, develop, and prepare employees to assume new roles in the organization as they become vacant, building a talent pipeline for future leaders.
• Work closely with the respective HR Business Partners (HRBPs) to ensure succession planning with department managers.

Programme of HR Projects (People Management 25-26)

Contribute experience and support to the 'People Management 25-26 HR program:

• Provide close follow-up on the planning.
• Prepare materials for the SteerCo and co-host with the program manager.
• Validate the content and roadmap for various projects in close collaboration with the PMO Manager.

Organizational Development

• Understand the organizational structure and functions, as well as change management and practices, to cultivate a positive company culture that aligns with the organization's values.

Desired Outcomes

• Alignment with Olympic Values: Achieve measurable contributions to the Olympic movement by embodying and promoting the organization's mission, vision, and values, ensuring consistent representation across all initiatives.
• Effective Integration: Facilitate seamless collaboration and integration with the Olympic Committee and its federations across 78 nationalities, leading to enhanced communication, cooperation, and shared goals within the Olympic community.
• Diversity and Inclusion Leadership: Lead the team in fostering a culture of diversity and inclusion, demonstrating a commitment to diversifying team composition and innovating in the different approaches proposed.

We’re seeking someone with:

The ideal candidate will support and drive the organization's strategy and objectives while demonstrating a strong commitment to upholding Olympic values and internal compliance. They will be proactive problem solvers with excellent communication skills, capable of articulating ideas clearly and convincingly to diverse audiences. The candidate should be an active listener who can identify key information in discussions, showcasing adaptability, resilience, and a positive attitude in dynamic environments. With a high level of adaptability in evolving situations, the candidate will effectively manage responsibilities and exhibit diplomacy and flexibility, complemented by strong interpersonal skills and the ability to lead teams.

Ideal Experience

• 15+ years of Human Resources Leadership.
• Established Human Resources executive with autonomy to set and drive the overall agenda of an international organization.
• Brings excellent knowledge of the HR functions and in-depth understanding of its sub-functions and strong expertise in strategic HR management, employee relations, talent acquisition, compensation & benefits, and organizational development, and has practical experience of current Swiss legislation (CO, LT, LPP, LAVS etc.).
• Experience working in international organizations.
• Has gathered professional experience in business environments requiring stakeholder management skills across an international organization that spans different cultures.
• Holds a degree from a recognized university, ideally with a postgraduate qualification in business or human resources, speaks fluent English, possesses a good command of French, and advanced IT skills, including experience with HR management systems and data analysis tools.

Critical Leadership Capabilities

• Collaborating and Influencing.
• Identifies all necessary stakeholders and connects with them to gain support or agreement.
• Negotiates with a genuine give-and-take approach that takes all parties' perspectives into account.
• Takes advantage of opportunities to build strategic relationships to achieve a specific outcome.
• Engages others in open dialogue and adapts own influence approach to different stakeholders in ways that address their interests or concerns.
• Anticipates emerging or potential conflicts among all stakeholders and takes steps to pre-empt them.

Exhibiting Cultural Agility

• Encourages open discussion of ideas and views that differ by culture or background.
• Seeks to find common ground across cultural boundaries.
• Adapts behaviours and communications to engage or blend with other cultures.

Leading People

• Identifies and leverages individual strengths and potential within the team.
• Engages the team in discussions about the longer-term strategy and how they can contribute.
• Delegates significant responsibilities and decision-making authority to team members, providing guidance.
• Gives team members ownership within their areas of responsibility, setting clear expectations and checking in as needed.
• Enables team success by removing barriers and providing resources.
• Invites the team to recommend ways to solve problems, discuss challenging issues, or generate new ideas.

Other Personal Characteristics

• Uphold Olympic values, internal rules of conduct, and procedures, including information security, Code of Ethics, and project management methodology, to ensure compliance and integrity in all actions.
• Anticipate issues proactively, utilizing problem-solving skills to identify potential obstacles and develop effective solutions.
• Communicate ideas clearly and persuasively, both orally and in writing, with the objective of influencing various audiences effectively.
• Actively listen and engage with interlocutors to extract and prioritize important information in oral communications, enhancing understanding and collaboration.
• Maintain a positive attitude and open-mindedness, alongside a high degree of adaptability in response to evolving situations and challenges.
• Embrace responsibility in various situations, demonstrating diplomacy and flexibility while upholding solid professional ethics, discretion, and diligence.
• Foster a supportive working environment that promotes team spirit and performance improvement, all while exhibiting resilience and efficiency under high pressure and stress.

Seniority level

• Director

Employment type

• Full-time

Job function

• Human Resources