Chief People Officer

**Location**:Frankfurt am Main (Germany)
Montreal, Quebec (Canada)
Canary Wharf, London (United Kingdom); officed-based role with flexible, hybrid office/home working offered
**Duration**:Permanent
**Salary**:Competitive, plus benefits
**Hours**:35 hours per week

**About the role**:
**Reports to**:Executive Director

**Manages**:

- in the UK: HR Manager, 3 HR Officers and an HR Executive;
- in the Americas: HR Director;
- in the US: HR Manager (0.5FTE); and
- 2 secondary reports.

**Liaises with**:Chair of the Trustees’ Human Capital Committee (HCC); Chair of Trustees; IASB and ISSB Chairs, Vice-Chairs and board members; Operational and Technical leadership across all locations; all staff.

The Chief People Officer will work closely with the Executive Director and the IFRS Foundation’s wider leadership team to take ownership of the global HR strategy and its implementation, ensuring that risks are managed and that people are enabled to grow and give their best in achieving the mission of the Foundation, wherever they are based.

**Key responsibilities**:
**HR strategy**:
Liaising with the HCC Chair, the Chief People Officer will develop, implement and periodically review the HR strategy to ensure it continues to be in line with the overall strategy of the Foundation and has an appropriate emphasis on diversity, equity and inclusion.
- Regularly report to the HCC on plans, issues and projects at a strategic level that require their awareness, advice, input or approval.
- Working within the wider risk management process, maintain a register of people-related risks and ensure that a mitigation plan is agreed and implemented.
- Develop, implement and keep under review the Employee Value Proposition.
- Agree appropriate people-related metrics for the organisation and ensure these are reported against on a periodic basis.

**Organisational development**:

- Provide advice and support to senior management across the Foundation on strategic issues such as: the mission statement, strategy process, culture, values and leadership development.
- Support the Foundation’s leadership and take a leading role in the project articulating the culture of the organisation as part of the One Foundation Programme.
- Provide advice and support on arrangements for appropriate feedback to the Boards and Trustees on their effectiveness as groups.

**Performance management and development**:

- Oversee and advise on processes and systems for effective performance management and development for staff, the Boards and other bodies (eg IFRS Interpretations Committee members) as needed.

**Resourcing**:

- Agree resourcing strategy and oversee recruitment policy and practices to ensure they are fit for purpose and meet the strategic and practical needs of individual teams as well as the Foundation overall.
- Ensure appropriate succession planning arrangements that encourage the identification and development of appropriate potential for key risk roles in the organisation.
- Oversee, and participate as appropriate in, due diligence procedures relating to vetting and managing potential conflicts of interest for the Boards, leadership and staff.

**Reward and recognition**:

- Develop, gain agreement to and keep under review the strategy on remuneration, ensuring arrangements are in place which are appropriate for each team, and that a robust and coherent approach is taken in all jurisdictions.
- Oversee policy and practices relating to benchmarking and setting of individual pay rates and annual reviews.
- Oversee selection and renewal of employee benefits in each jurisdiction to align with strategy.
- Contribute to the resolution of complex issues such as tax and social security when necessary.

**Leadership and governance**:

- Help deliver strong governance by providing support to the work of the Trustees’ Human Capital Committee, liaising with the Committee Chair to agree the agenda, produce supporting papers and ensure all follow-up actions are completed.
- Provide input and advice to other Trustee committees, notably the Nominating Committee; Ethics Committee; and Audit, Finance & Risk Committee, as needed.
- Actively contribute to, and participate as a member of, the Operations Leadership Team in developing the wider strategic and operational plans, priorities and projects of the Foundation, working closely with colleagues especially in the more internally focused leadership cluster.
- Ensure positive relationships and close collaboration with all colleagues including Trustees, members of both Boards, as well as Technical and Operational leadership.
- Provide HR advice, coaching and support to leadership on people management issues as necessary

**Other responsibilities**:

- Develop HR team in conjunction with HR Manager to ensure positive culture, appropriate professional standards, continuous professional development and individual engagement in line with the Foundation’s values.
- Oversee relationships with external adv