Committee to Protect Journalists

Deputy Director, People and Talent Operations

Committee to Protect Journalists

full-time

Posted on:

Location Type: Hybrid

Location: New York City • New York • United States

Visit company website

Explore more

✨ AI Apply
Apply

Salary

💰 $131,125 - $145,500 per year

Job Level

Lead

About the role

  • 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.

Requirements

  • 8+ years of experience managing human resources/people & culture processes, including full‑cycle recruitment, onboarding, and performance management.
  • Experience developing and delivering trainings on HR policies, management fundamentals, communication, or organizational processes.
  • Demonstrated ability to interpret and apply HR policies, employment regulations, and organizational procedures.
  • Experience supporting early‑stage employee relations, including documentation, coaching managers, and guiding performance conversations.
  • Strong understanding of HR operations, including HRIS workflows, data accuracy, and process improvement.
  • Ability to ensure compliance with labor laws, organizational policies, and Collective Bargaining Agreements.
  • Experience designing or improving HR systems, templates, or operational workflows, policies, guidance, or tools.
  • Experience coordinating cross‑functional workflows with Finance, IT, Operations, or other administrative teams.
  • Excellent communication, facilitation, and relationship‑building skills across diverse teams and levels of seniority.
  • Strong project management skills, with the ability to manage multiple processes and deadlines simultaneously.
  • High level of discretion and professionalism when handling confidential information.
Benefits
  • Health Care Plans (100% employer-sponsored medical, dental, and vision plans for employee coverage)
  • Health Reimbursement Account (employer-funded HRA of $5,000 for individuals / $6,500 for employees with dependents annually)
  • 401(k) Retirement Plan (employer contribution of 4%. Additional employer dollar-for-dollar match of elective employee contribution up to 3%)
  • Life Insurance and AD&D Plans (100% employer-sponsored with the option to elect additional voluntary plans)
  • Paid Time Off (vacation, sick, and paid holidays)
  • Short Term & Long Term Disability (employer-sponsored with the option to elect additional voluntary plans)
  • Employee Assistance Program
  • Pre-Tax Flexible Spending Accounts (medical, dependent care, and commuter expenses)
  • Voluntary benefits plans (accident, hospitalization, critical Illness, pet, and legal insurance)
  • Flexible Work Schedules, including hybrid options with two required in-office days per week and remote work flexibility. Longer remote working periods are also offered, allowing up to sixty days per year.
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
full-cycle recruitmentonboardingperformance managementHRIS workflowsprocess improvementemployee relationstraining developmentpolicy interpretationcompliance with labor lawsCollective Bargaining Agreements
Soft Skills
communicationfacilitationrelationship-buildingproject managementdiscretionprofessionalismcoachingguidancecollaborationleadership development