About the Organization
Founded in 1981, the Committee to Protect Journalists ("CPJ") is an independent, non-profit organization defending journalists worldwide without regard to their political ideology. Through its work to safeguard journalists, CPJ protects the rights of all people to have access to diverse and independent sources of information. For nearly four decades , CPJ has helped win the early release of imprisoned journalists, secure convictions in journalist murders, and enable positive legal reform in countries where the climate for free expression has deteriorated.
Learn more about CPJ's fight to defend freedom of the press here: http://cpj.org/
About the Position
Reporting to the Executive Director, the Director of Human Resources ("HR Director") will build and lead an exceptional human resources function for CPJ, and will serve as a key liaison between CPJ's management and its recently unionized staff. The HR Director will oversee CPJ's efforts to recruit, engage, develop and retain talent across the organization with an explicit focus on supporting CPJ's core commitment to diversity, equity, and inclusion. Moreover, the HR Director will serve as the organization's leader on culture and talent, continually improving broader organizational effectiveness.
The HR Director's responsibilities shall include, but will not be limited to:
Human Resources Operations & Policies:
- Manage all HR systems and vendors, ensuring that CPJ's HR operations effectively support all appropriate employee needs and organizational priorities
- Examine and update talent strategies and policies, ensuring that any collective bargaining agreements are adhered to strictly, and that CPJ's commitment to diversity, equity and inclusion is reflected in all of its talent practices
- Serve as a key interlocutor with the recently formed CPJ Union, ensuring that all policies are administered consistently and equitably, and resolving any grievances
- Bring a "staff perspective" to major organizational decisions; consider the wants and needs of the staff, anticipating what employees will think of any changes and how changes could affect their job satisfaction or productivity
- Clearly communicate company announcements or policy changes to employees, in order to be as transparent as possible and to keep everyone up to date with important information
Talent Recruitment, Engagement & Development:
- Codify and ensure best practices in talent recruitment across the organization, ensuring that managers are equipped to run comprehensive, equitable recruitment processes in order to select top talent for open positions from diverse candidate pools
- Refine and support on boarding process to fully introduce and integrate new staff members into the culture at CPJ
- Continue to refine CPJ's talent strategies and structures, ensuring that the organization is well positioned to meet its goals and that employees are meaningfully engaged
- Lead the organization's thinking and execution of learning opportunities for staff, especially around best practices in management, to give staff the opportunity to build new skill-sets and to deeply engage across a range of professional and organizational needs; support a culture of continuous learning, ensuring that staff have access to continued professional development training and opportunities for growth
- Conduct ongoing talent mapping to ensure CPJ strategically approaches and plans for retention, attrition, and succession planning
- Build upon existing performance review process, identifying opportunities for more impactful feedback, growth and learning
- Develop staff capacity and competencies to regularly engage in feedback conversations to ensure that managers are continuously coaching and mentoring team members
- Analyze CPJ's core competency model and clearly articulate a career pathing process to ensure staff at all levels understand success at a given level and tenure; develop process to identify opportunities to fill organizational needs by promoting internal staff
In order to be successful, the HR Director must possess the highest levels of integrity and discretion, be collaborative and service oriented, and able to build deep trust and credibility with both CPJ's leadership and staff.
Additional qualifications, characteristics and competencies include:
- Commitment to CPJ's mission
- Minimum of 10 years of professional experience, with no less than five years of experience in at least two of the following HR disciplines required: HR Operations, Employee Relations, Talent Recruitment, Engagement and Development
- Experience working in an HR department at an organization that has a global reach, and a diverse, international and unionized staff, strongly preferred
- Knowledge of employment law compliance and legal liability awareness, strongly preferred
- Meaningful experience leading DEI-related initiatives and trainings, strongly preferred
- Exceptional judgement and ability to make informed, fair decisions
- Ability to balance a strategic, broad perspective concurrent with an operational and execution-oriented focus
- Exceptional communications and interpersonal skills, with the ability to navigate complex, confidential staff issues in an environment that can be intense at times due to the nature of CPJ's work
- Technologically savvy, with the ability to point to work with IT staff to develop and implement new processes and systems that improve compliance and efficiency in a fast-moving environment
- Self-starter, with the ability to operate autonomously
Compensation and benefits:
LOCATION: NYC (strongly preferred) or Washington, DC (second choice); CPJ may consider qualified candidates who need to reside elsewhere, but are willing to travel to CPJ's offices on a regular basis.
COMPENSATION AND BENEFITS: Salary for this position will be competitive and commensurate with experience; CPJ provides a comprehensive benefits package to each of its employees.
The Committee to Protect Journalists is an equal opportunity employer. All qualified applicants will be considered for employment without unlawful discrimination based on race, color, creed, national origin, sex, age, disability, marital status, sexual orientation, military status, prior record of arrest or conviction, or current employment status.
On-Ramps is deeply committed to diversity, equity, and inclusion. We believe social change happens when people with a wide range of backgrounds, experiences, and identities come together with common purpose. We're partnering with the team at CPJ to build a diverse talent pool that includes numerous lines of identity, and we encourage qualified candidates from all backgrounds to apply.