Who We Are

International Justice Mission (IJM) is the global leader in protecting vulnerable people from violence around the world. Our team of over 1,300 professionals are at work worldwide in over 30 offices. Together we are on a mission to rescue millions, protect half a billion, and make justice unstoppable.

We are a global community that cares for one another. We believe that the way we work is as important as the results we achieve. We provide professional excellence with joy and celebration to all those we serve. 

The Need

For over 25 years, IJM has pioneered the work to protect vulnerable people from violence. 9 out of 9 times in the last decade, IJM’s Justice System Strengthening Projects have reduced slavery and violence between 50 and 85% for very large populations of people in poverty. As we grow to expand our impact to protect 500 million people from violence, we are seeking Director, Talent Effectiveness.

The Director, Talent Effectiveness provides strategic leadership for IJM’s talent portfolio across onboarding, orientation, employee engagement, training, leadership development, and performance management. This role is responsible for building a cohesive talent effectiveness strategy that connects employee entry, development, feedback, and performance into an integrated system that strengthens employee effectiveness, manager capability, retention, and organizational performance.

The Director leads the design, integration, and continuous improvement of talent effectiveness programs, processes, and measures across the employee lifecycle. The role partners closely with Regional HR Business Partners and senior leaders to ensure talent effectiveness work is strategically aligned, scalable, data-informed, and operationally strong.

This position is hybrid (onsite Tuesdays & Thursdays) if located in the Washington, DC area or remote for non-local candidates. It reports to the Vice President, Talent Pipeline and Development and is only available for candidates with the right to work in the US.

Responsibilities:

Talent Effectiveness Strategy

• Lead and integrate IJM’s talent effectiveness portfolio across onboarding, orientation, employee engagement, training and development, and performance management.

• Build a cohesive strategy that connects employee lifecycle data and insights into actionable talent interventions and organizational improvements.

• Partner with the Vice President, Talent Pipeline & Development to align talent effectiveness priorities with IJM’s broader people strategy and organizational goals.

Onboarding, Orientation & Training

• Oversee strategy and continuous improvement for onboarding and orientation programs to improve readiness and time to productivity.

• Ensure training and development offerings are aligned with capability priorities, employee needs, and business outcomes.

• Promote consistency, quality, and scalability across learning and onboarding experiences.

Employee Engagement & Effectiveness

• Translate employee engagement insights into targeted action plans, leader support, and measurable follow-through.

• Use feedback and talent data to identify themes, risks, and opportunities related to manager effectiveness, employee experience, and retention.

• Support stronger organizational effectiveness through integrated use of talent processes and data.

Performance Management

• Provide strategic leadership for performance management and Annual Performance Review processes as part of the broader talent effectiveness portfolio.

• Ensure performance insights inform manager development, learning priorities, and capability-building efforts.

• Strengthen manager accountability and consistency through tools, frameworks, and enablement resources.

Operational Leadership & Governance

• Establish standards, governance, metrics, compliance practices, and vendor oversight across the talent effectiveness portfolio.

• Lead continuous improvement efforts and ensure programs are measured for quality, consistency, and impact.

• Oversee assigned team members and resources supporting the portfolio.

Partnership & Stakeholder Engagement

• Partner closely with Regional HR Business Partners, Global People Support leaders, and senior leaders globally to ensure strong adoption and alignment.

• Serve as a strategic thought partner on employee effectiveness, manager quality, and talent lifecycle integration.

• Build trusted relationships that support execution, influence, and follow-through across the organization.

Qualifications:

• Bachelor’s degree or equivalent experience required; advanced degree in HR, Organizational Development, Industrial/Organizational Psychology, or a related field preferred.

• 8–10 years of progressive experience in talent development, organizational development, employee engagement, performance management, or related fields, including experience in a global or matrixed environment.

• Demonstrated experience leading an integrated portfolio of enterprise talent programs, aligning onboarding, engagement, learning, leadership development, and performance management to organizational strategy.

• Proven track record of using people data and employee lifecycle insights (e.g., engagement, performance, retention, onboarding feedback) to inform talent strategy, drive decisions, and measure impact.

• Experience designing and implementing scalable frameworks, governance, and operating rhythms for talent programs across multiple regions or functions.

• Experience partnering with senior leaders and HR business partners to drive adoption, change management, and accountability for talent practices.

• Strong analytical skills, including the ability to interpret people data (e.g., engagement, performance, retention, onboarding feedback) and derive insights.

• Demonstrated strategic planning and program leadership skills, with experience designing and managing complex talent initiatives.

• Ability to translate qualitative and quantitative feedback into clear talent strategies, implementation plans, and operational rhythms.

• Experience with employee engagement, learning, onboarding, or performance management systems preferred.

• Experience working with HRIS platforms; Workday HRIS experience is strongly preferred.

• Comfort working with dashboards, analytics tools, and reporting to support leadership decision-making and change management.

Critical Qualities:

• Eager commitment to IJM's Core Values: Christian, Professional and Bridge-Building;

• Mature orthodox Christian faith;

• Highly adaptive and able to reprioritize at a moment’s notice;

• Humble and resilient;

• Pursues excellence;

• Culturally aware and appreciative of difference;

• Strong service ethic;

• Innovative problem solver;

• Ability to build trust and strong partnerships with others;

• Self-accountable and able to meet deadlines with little supervision;

• Courageous in pursuing opportunities and challenges;

• Tenacious in achieving goals; and

• Professional

Application Process:

Upload Resume, Cover Letter & Statement of Faith* in one PDF document.

*What is a statement of faith?
A statement of faith should describe your Christian faith and how you see it as relevant to your involvement with IJM. The statement can either be incorporated into the cover letter or submitted as a separate document and should include, at a minimum, a description of your spiritual disciplines (prayer, study, etc.) and your current fellowship or place of worship.

What does IJM have to offer?

• Comprehensive Medical/Dental/Vision benefits

• Monthly commuter and parking benefits in the DC metro area

• Retirement benefit options

• Paid leave starting at 23 days

• 12 holidays (plus early release the day prior)

• Daily, quarterly, and annual community spiritual formation

• Robust staff care resources

IJM holds strict safeguarding principles and a zero tolerance to violations of the Safeguarding Policy, Protection against Sexual Exploitation, Abuse and Harassment Policy, and Code of Ethics. Candidate selection is based on technical competence, recruitment, selection and hiring criteria subject to assessing the candidates value congruence and thorough background, police clearance, and reference check processes.

At IJM, we’re committed to building a diverse workforce through fair and equitable employment practices. IJM encourages people of any race, color, age, sex, marital status or political ideology to apply for employment. While we welcome everyone into this work, we truly believe that the work we are doing is God’s work, not our own, and practice spiritual disciplines together daily. That’s why we legally require under SEC. 2000e-1 [Section702] of Title VII of the Civil Rights Act of 1964 that all employees practice a mature orthodox Christian faith, as defined by the Apostles’ Creed.

IJM requires a background check, police clearance and thorough review of references with an employment offer and/or employment contract.