Deputy Director, Human Resources - New York, United States - Committee to Protect Journalists

Committee to Protect Journalists

Verified Company

New York, United States

3 weeks ago

Posted by:

Mark Lane

beBee recruiter

Description

Job Title:
Deputy Director, Human Resources

Department:
Human Resources

Office Location:
New York

Reports to Title:
Director, Human Resources

FLSA Status:
Exempt

Union Represented:
No

How to Apply:

Please submit a cover letter, resume, and three professional references.

Application deadline:
May 31, 2024

Organization Overview:

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:
CPJ Website.

At CPJ, we are dedicated to upholding values of equity and free expression in both our internal operations and external endeavors.

As an organization headquartered in the United States, we aspire to build a diverse workplace and foster an inclusive and welcoming environment.

As an international organization, we strive for our people to be representative of the global community on which we report and to equip them with the opportunities and resources they need to learn and succeed.

Job Summary:

The Deputy Director of Human Resources directly supports the Director of Human Resources in implementing the HR strategic objectives and overseeing day-to-day HR operations.

The DDoHR's responsibilities include ensuring that HR operations align with CPJ's strategic objectives and comply with local and international regulations.

Their main focus is managing a diverse workforce, including local and international employees and contractors. They facilitate employee integration, development, and retention to create a cohesive and productive work environment.

Essential Job Duties and Responsibilities:

Workforce Management:

Oversee the talent acquisition function and develop and implement strategies for effective workforce planning, recruitment, and retention across all employee categories, including staff contracted through payroll, international staffers hired through an EOR, and international contractors.
Collaborate with hiring managers to define staffing needs and develop comprehensive recruitment plans to attract top talent from diverse backgrounds and geographies.
Oversee the onboarding process for new hires, ensuring a seamless transition and compliance with legal and organizational requirements.
Collaborate with the finance department to review and validate employee information, ensuring its accuracy prior to payroll processing.

Employee Relations:

Serve as a trusted advisor to employees and managers by providing guidance and support on HRrelated matters, including performance management, conflict resolution, and disciplinary actions.
Foster a positive work environment that promotes diversity, equity, and inclusion and address any issues or concerns.
Facilitate communication, negotiation, and conflict resolution between management and union representatives. Oversee the implementation and administration of the Collective Bargaining Agreement and ensure compliance with it and labor laws.

Compliance and Legal Affairs:

Stay uptodate on local and international labor laws and regulations, ensuring full compliance across all regions of operation.
Collaborate with legal counsel to develop and implement policies and procedures that mitigate risks and ensure fair treatment of employees and contractors.

Training and Development:

Support the Director of Human Resources in developing and implementing training programs to enhance the skills and capabilities of employees at all levels, focusing on leadership development, cultural competency, and compliance training.
Research and develop career development initiatives and succession planning efforts to help identify and develop future leaders within the organization.

Performance Management:

Develop and implement performance management systems and processes to evaluate employee performance, provide constructive feedback, and facilitate career growth.
Conduct regular performance reviews and goalsetting sessions to ensure alignment with organizational objectives and individual development plans.

Staff Benefits:

Fully manage the organization's benefits administration, including annual renewal, open enrollment processes, and communication with staff.
Oversee employee recognition programs.
Collaborate with the finance department to ensure accurate billing and payment of benefits invoices.

Other: