Committee to Protect Journalists

People Operations

• Manage the full recruitment lifecycle, including job postings, candidate screening, interview coordination, and communication.
• Partner with hiring managers to define role requirements, competencies, and interview plans.
• Manage recruitment processes within the Applicant Tracking System, optimizing its use and ensuring smooth workflows.
• Coordinate with the Employer of Record (EOR) on international hiring, onboarding, and contract changes.
• Develop and maintain recruitment tools, templates, and guidance to ensure equitable and consistent hiring practices.
• Develop and deliver trainings for hiring managers on best practices related to hiring and contracting.
• Design and deliver onboarding sessions for new hires, including introductions to CPJ’s culture, expectations, and People & Culture processes.
• Build role-specific onboarding plans with managers.
• Ensure compliance steps are completed, including EOR documentation, policy acknowledgments, and required trainings.
• Partner with the Senior Administrator on onboarding logistics and HRIS setup.
• Manage key offboarding processes to ensure a smooth transition for departing staff.
• Manage the performance review cycle, including goal-setting, mid-year reviews, evaluations, and calibration.
• Develop tools, templates, and guidance to support consistent and equitable performance practices.
• Train managers on performance conversations, documentation, and development planning.
• Design and manage performance appraisal processes within HR systems.
• Partner with the Senior Director to refine CPJ’s performance philosophy and career architecture / competency model.
• Develop and deliver trainings on HR Handbook content, policy interpretation, People & Culture processes, management fundamentals, communication, feedback, psychological safety, and leadership development.
• Create learning sessions that build staff understanding of CPJ’s career architecture, compensation philosophy, and progression pathways.
• Facilitate workshops, team sessions, and learning cohorts to strengthen collaboration and leadership capability.
• Draft and revise HR policies as requested, ensuring clarity, alignment with organizational values, and consistency across global contexts.
• Translate policy updates into accessible tools, guidance, and training for staff and managers.
• Support communication and change-management efforts related to policy, compensation, career pathways, and organizational processes.
• Maintain and build out the People & Culture pages and information on the organization’s intranet site.
• Support early-stage employee relations matters, including performance concerns, communication challenges, and documentation.
• Lead the design and implementation of performance improvement plans (PIPs) and expectation setting conversations, including coaching managers and monitoring progress.
• Escalate complex or high-risk matters to the Senior Director.
• Monitor changes in federal, state, and international labor laws and advise the Senior Director on operational implications for CPJ’s people processes.
• Ensure hiring, onboarding, performance management, and training workflows comply with applicable labor regulations across CPJ’s jurisdictions.
• Partner with the Senior Administrator to ensure documentation, notices, and required acknowledgments meet legal and regulatory standards.
• Conduct periodic reviews of People & Culture processes to identify compliance gaps and implement corrective actions.
• Support the People & Culture team in preparing for audits, investigations, or regulatory inquiries by ensuring accurate and timely documentation.
• Ensure that People & Culture processes—including hiring, onboarding, performance management, scheduling, and job documentation—comply with the Collective Bargaining Agreement (CBA).
• Advise managers on CBA-related requirements affecting job duties, evaluations, performance expectations, and workplace practices.
• Support early-stage union employee relations matters by ensuring documentation and processes meet CBA standards before escalation.
• Collaborate with Finance, IT, and Operations to align people processes with organizational systems, ensuring smooth handoffs and accurate data flow.
• Lead cross‑departmental coordination for onboarding, offboarding, and role changes to ensure consistent, timely execution across all functions.
• Partner with Finance and the Senior Administrator on payroll‑related process improvements, ensuring compensation changes, stipends, and allowances are accurately reflected in HRIS workflows.
• Work with IT and Operations to maintain and improve system access, equipment provisioning, and security protocols tied to the employee lifecycle.
• Serve as the operational liaison between People & Culture and other departments to streamline workflows, reduce friction, and enhance staff experience.
• Lead continuous improvement efforts across hiring, onboarding, performance, and training processes.
• Develop standardized tools, templates, and resources that support managers and staff.
• Partner with the Senior Administrator on HRIS workflows related to hiring, onboarding, and performance.

Deputy Director, People and Talent Operations