Senior Manager, Human Resources

About Rights and Resources Initiative

The Rights and Resources Initiative (RRI) is a global coalition of over 150 organizations dedicated to advancing the forest, land, and resource rights of Indigenous Peoples, local communities, Afro-descendant Peoples, and in particular the women within these groups. RRI’s members capitalize on each other’s strengths, expertise, and geographic reach to achieve solutions more effectively and efficiently. RRI leverages the power of its global coalition to amplify the voices of local peoples and proactively engage governments, multilateral institutions, and private sector actors to adopt institutional and market reforms that support the realization of rights.

If you are passionate about working with Indigenous Peoples, local communities, and Afro-descendant Peoples in the Global South to strengthen their rights, development, and environmental efforts, this could be the place for you. For more information, check out our current openings.

People of color, people from Indigenous and local communities, women, and LGBTQ+ persons are strongly encouraged to apply.

Senior Manager, Human Resources

As the Senior Manager of Human Resources, you will lead and oversee comprehensive HR functions including strategic recruitment, employee onboarding, performance evaluations, policy development, and staff development programs. This position requires a proactive approach to maintaining and enhancing organizational culture and effectiveness, ensuring all HR operations align with the strategic objectives of the Rights and Resources Initiative.

This position reports to the Chief Operating Officer. This is a full-time position based in Washington DC, with the option of telework 2 days per week (Mondays and Fridays).

Applications will be accepted immediately and interviews conducted on a rolling basis.

1. Recruitment and Talent Acquisition:

• Collaborate with department heads to develop and refine job descriptions and recruitment materials.
• Manage job postings on platforms like Workable and other relevant job boards.
• Guide teams on candidate review processes and best practices for using recruitment tools.
• Coordinate the interview process, including preparation of interview questions, scheduling, and post-interview evaluations.
• Conduct reference and background checks, and prepare offer letters and communications with selected candidates.
• Work with President COO, and Senior Management Team on workforce planning to ensure organizational staffing structures are adequate to meet current and future work demands.

2. Onboarding:

• Refine onboarding templates and processes to ensure new hires receive all necessary information and resources.
• Coordinate with IT and other departments to ensure proper setup for new staff.
• Organize initial meetings and integrate new employees with their teams.
• Review and explain organizational policies (e.g., expense policies, time off) and ensure new staff understand work hours, communication channels, and filing systems.

3. Performance Management:

• Update and manage the performance evaluation process and templates.
• Set timelines for evaluations and goal setting for the new year, ensuring timely completion and follow-up.
• Update job descriptions post-promotion or as organizational needs evolve.

4. Policy Development and Compliance:

• Regularly update the employee handbook and organizational policies, ensuring compliance with laws in all operational jurisdictions, including coordination with legal advisors in the US and Canada.
• Proactively modify policies as requested by management or in response to legal and operational changes.

5. Learning and Development:

• Organize regular educational sessions ('brown bags') and coordinate discussions on individual and organizational training needs.
• Support the development and review of personal goals for staff, particularly during the first 90 days of employment.
• Plan and execute staff-wide training on topics such as Diversity, Equity, and Inclusion (DEI) and other relevant subjects.
• Schedule regular staff meetings to ensure ongoing communication and team cohesion.

6. Employee Relations and Morale:

• Address employee demands, grievances, and other HR issues sensitively and efficiently.
• Serve as a primary emergency contact for staff, including during international business travels.
• Ensure a safe and positive work environment for all employees.
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