staff-Interim Chief People Officer

Reports to: Managing Director, Job purpose: The Interim Chief People Officer (CPO) will lead the IFRS Foundation in taking full ownership of the global HR strategy and its successful implementation reporting to the Managing Director. This role is pivotal in supporting the Foundation’s objectives by focusing on organisational design, change management transformation and the execution of strategic initiatives. The Interim CPO will proactively manage potential risks while empowering individuals worldwide to grow and perform at their best in alignment with the Foundation’s mission.

This role includes working closely with our Deputy CPO and will oversee the Global HR Operations, HR Business Partnering, Talent Management and Talent Acquisition functions. The Interim CPO will take responsibility for the HR team, offering leadership, direction and support, while also driving engagement and addressing problem-solving initiatives as required.

Liaises with: The Chair of the Trustees’ Human Capital Committee (HCC); the Chair of Trustees; International Accounting Standards Board (IASB) and International Sustainability Standards Board (ISSB) Chairs; Vice-Chairs and Board members; Operational and Technical leadership across all locations; all staff., * Lead the HR team to deliver on the IFRS Foundation’s objectives.

• Develop and sustain a dependable HR function that earns the confidence and respect of both the team and across the Foundation.

• Actively participate as a member of the Foundation Leadership Team to shape and implement the Foundation’s strategic and operational plans, working closely with colleagues in leadership roles.

• Develop the HR team in partnership with the Deputy CPO, Global HR Operations Director, HR Business Partners and Centre of Excellences (Talent Development and Talent Acquisition) in fostering a positive culture, high professional standards, continuous development and engagement aligned with the Foundation’s values.

• Cultivate positive relationships and foster close collaboration with all colleagues, including Trustees, Board members, technical staff and leadership teams.

• Offer HR advice, coaching, and support to leadership on various people management issues as needed.

• Oversee HR processes and systems, acting as the business owner for HR-related systems.

HRIS and technology integration

• Oversee the implementation and integration of HR Information Systems (HRIS) to optimise HR processes.

Culture and organisational design shaping

• Promote a high-performance culture through processes that encourage continuous improvement and set high standards for performance expectations. Support adequate development for staff, Boards and committees (for example, IFRS Interpretations Committee).

• Shape and nurture a balanced organisational culture that fits the strategic direction of the organisation.

• Be a hands-on organisational developer to create a smooth operational environment.

Stakeholder and Trustee engagement

• Engage effectively with stakeholders, including the Chairs of the Boards, Trustees, ensuring alignment with organisational goals.

• Provide support to the Trustees’ Human Capital Committee by coordinating with the Committee Chair to set agendas, prepare supporting documents, and ensure completion of all follow-up actions.

• Offer input and guidance to other Trustee committees, including the Nominating Committee; Ethics Committee; Audit and Risk Committee; and Budget and Finance Committee as required.

Advisory and outsourcing management

• Manage external advisor relationships, ensuring they effectively support the Foundation’s needs in strategy, compliance, remuneration, benefits, employment taxes and immigration, including advocacy efforts where needed.

• Drive momentum in projects, taking control quickly and effectively or ensuring effective delegation in HR team.

• Significant international HR management exposure-essential experience in managing human resources across multiple countries and regions. This requires a deep understanding and navigation of diverse cultural environments, global HR practices and people management within a complex/matrix and performance led environment.

• Proven expertise in organisational transformation and HR systems implementation-demonstrated experience in leading organisational change and transformation alongside HRIS systems implementation. This includes having a successful track record in a Chief Human Resources Officer (CHRO) role or a similar senior leadership position.

• Multi-jurisdictional employment expertise-proven experience in managing complex employment issues. This includes legal, immigration, pay, benefits, tax and social security across several jurisdictions-notably the UK, Germany, the US and Canada. Experience in the Asia-Oceanic region is highly desirable.

• Compensation management-demonstrable experience in addressing remuneration issues across different jurisdictions, with a nuanced approach to market-specific challenges.

• Excellent communication and relationship building skills-strong capability in communication, influencing, collaboration and building relationships with colleagues and stakeholders at all levels.

• Alignment with organisational mission-ability to relate to and support the needs and operating environment of an international, not-for-profit body with a public interest mission.

• Problem-solving in complexity and uncertainty-demonstrated ability to progress issues effectively amidst complexity and uncertainty, ensuring resilient and adaptable HR strategies.

Please send a detailed CV/résumé to recruitment@ifrs.org Please include the following information or your application may not be considered:

• the job title/position you are interested in (in the subject line of your email); and

• covering email/letter detailing how you meet the specified role requirements and your salary expectations.