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

Journalist

• Deliver online and in-person physical and digital safety training and guidance to journalists and newsrooms globally, including individual consultations and briefings for groups of journalists and newsrooms.
• Work across CPJ departments and with CPJ’s regional program teams to provide expertise and advice on safety issues and trends affecting journalists globally.
• Working closely with the Journalist Safety Manager, build and maintain CPJ’s global network of safety trainers and safety organizations.
• Work closely with the Journalist Safety Manager to ideate and produce safety material for journalists, to live on CPJ’s website and social media channels.
• Work closely with the Journalist Safety Manager to systematically review and update the safety resources published on our website, ensuring they remain accurate, relevant, and up to date.
• Provide safety guidance during emergency situations involving journalists at-risk.
• Work closely with the Journalist Safety Manager, in designing and delivering digital and physical security training workshops to journalists, both virtually and in person.
• Collaborate closely with the Journalist Assistance (JA) Program Coordinator to identify and assess risks associated with the implementation of Journalist Assistance initiatives.
• Support the Emergencies Department by strengthening its awareness of evolving safety challenges affecting journalists globally, as well as best practices in risk mitigation, and produce memos and analytical reports when required.
• Publicly represent CPJ at press freedom, journalist safety, freedom of expression, or other related events.
• In collaboration with CPJ’s Emergencies colleagues and Regional Programs team members, review, assess, and process non-financial assistance requests related to physical and digital safety support.

Deputy Director, People and Talent Operations

Journalist Safety Advisor