HR Global Mobility Accountabilities:
• Lead the design of the global strategy for employment, relocation, tax and immigration; develop creative solutions to meet immediate and long-term business objectives.
• Lead the tactical transition of human resources services from local and domestic to global operations; this includes creating policies, procedures and guidelines for faculty and staff mobility within the global university system as well as international hiring and appointments, payment and budget considerations, relocation costs and services, global mobility vendor management and HR support.
• Build and lead/organize a global team of direct and indirect resources to implement and administer highly impactful immigration and relocation programs; this may include third-party vendor selection and management for PEO/EOR or other arrangements.
• Develop the global mobility policy and program guidelines ensuring industry competitiveness and compliance with legal, tax and local employment regulations; serve as the integrator with university experts in tax, risk services and compliance, legal services, etc.
• Continually assess all global mobility vendors, processes, and policies to ensure an optimal experience for employees, candidates, and managers.
• Provide strategic global mobility-related expertise and guidance to the HR Business Partners, Talent Acquisition Specialists, local HR contacts, managers, and others.
• Broker the subject matter expertise and services of University HR COE’s to build or modify workforce strategies, programs or policies.
HR Merger & Acquisition Accountabilities:
• Serves as the subject matter expert and integrator who leads HR merger and acquisition activities necessary to seamlessly add new campus locations or partners in a manner that aligns with the goals, values, and mission of the university.
• Recommends and effectively establishes cross-functional teams who are appropriately positioned to execute on the HR activities necessary to integrate new campus locations or partners into the university system; works with university PMO office on merger project plans and effectively leads the work assigned to team members.
• Curates a comprehensive system of external experts (e.g.: employment counsel, benefits counsel, M&A counsel, PEO/EOR vendors, etc.) who can be uniquely leveraged for specific needs and for guidance on unique or complex scenarios.
• Partners extensively with leaders at Northeastern and the new campus or partner location; extensively collaboration is needed to ensure alignment of goals and successful outcomes.
HR Network Integration Accountabilities:
• Works collaboratively with the VP & CHRO and HR Leadership team to integrate strategies to university locations outside of greater Boston; goal is to meet the unique needs of node locations while establishing commonality and consistency of HR services and employee experience.
• Responds effectively to shifting HR priorities by taking on assigned projects in all areas of HR including employee relations, total rewards, communications, talent acquisition, learning and development and HR Information Technology on an as needed basis, and in partnership with HR functional leadership to meet organizational goals.
• Actively cultivates cooperative and productive relationships with key constituents across the University.