Deputy Director, People and Talent Operations

Committee to Protect Journalists

Deputy Director overseeing hiring, performance, training, and compliance at CPJ, a nonprofit defending journalists worldwide. Strengthening people systems and employee experience across a global workforce.

Posted 8/4/2026full-timeNew York City • New York • 🇺🇸 United StatesLead💰 $131,125 - $145,500 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates extensive experience in managing human resources processes, including full-cycle recruitment, onboarding, and performance management, while ensuring compliance with labor laws and organizational policies. Proficient in developing training programs and facilitating workshops to enhance HR operations and employee relations.

Highest-signal resume keywords

Full-Cycle RecruitmentOnboarding ManagementPerformance ManagementHRIS WorkflowsEmployee Relations

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Recruitment Lifecycle ManagementPerformance Review ProcessesHR Policy DevelopmentCompliance with Labor LawsProcess ImprovementTraining DevelopmentCross-Functional CollaborationData AccuracyDocumentation ManagementOperational Workflows

Soft Skills

Excellent CommunicationFacilitation SkillsRelationship BuildingProject ManagementHigh Discretion

Tools & Technologies

Applicant Tracking SystemHRISPeople & Culture IntranetPerformance ToolsTraining Templates

Certifications & Qualifications

PHRSHRM-CP

Industry Keywords

Collective Bargaining AgreementUnionized EnvironmentEmployer of RecordGlobal Organizational ContextNonprofit Sector

About the role

Key responsibilities & impact

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 in the Applicant Tracking System and optimize workflows
Coordinate with the Employer of Record on international hiring, onboarding, and contract changes
Develop recruitment tools, templates, guidance, and hiring-manager training
Design and deliver onboarding sessions and role-specific onboarding plans
Ensure onboarding compliance steps, EOR documentation, policy acknowledgments, and required training are completed
Manage offboarding processes
Manage performance review cycles, including goal-setting, mid-year reviews, evaluations, and calibration
Develop performance tools, templates, guidance, and HR-system appraisal processes
Train managers on performance conversations, documentation, and development planning
Partner on CPJ’s performance philosophy, career architecture, and competency model
Develop and deliver training on HR policies, management fundamentals, communication, feedback, psychological safety, leadership development, career architecture, compensation philosophy, and progression pathways
Facilitate workshops, team sessions, and learning cohorts
Draft and revise HR policies and translate updates into tools, guidance, and training
Support communication and change management related to policies, compensation, career pathways, and organizational processes
Maintain and build People & Culture intranet pages
Support early-stage employee relations matters and lead performance improvement plans and expectation-setting conversations
Escalate complex or high-risk employee relations matters to the Senior Director
Monitor labor-law changes and advise on operational implications
Ensure people-process workflows comply with labor regulations, internal policies, and the Collective Bargaining Agreement
Conduct process reviews, implement corrective actions, and support audits, investigations, and regulatory inquiries
Advise managers on CBA-related requirements and support early-stage union employee relations matters
Collaborate with Finance, IT, and Operations to align people processes and data flows
Coordinate onboarding, offboarding, and role changes across departments
Partner on payroll-related process improvements and accurate HRIS handling of compensation changes, stipends, and allowances
Work with IT and Operations on system access, equipment provisioning, and security protocols
Serve as operational liaison between People & Culture and other departments
Lead continuous improvement across hiring, onboarding, performance, and training processes
Develop standardized manager and staff tools, templates, and resources
Partner on HRIS workflows related to hiring, onboarding, and performance

Requirements

What you’ll need

8+ years of experience managing human resources/people and culture processes, including full-cycle recruitment, onboarding, and performance management
Experience developing and delivering training on HR policies, management fundamentals, communication, or organizational processes
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, 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, 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 seniority levels
Strong project management skills and ability to manage multiple processes and deadlines simultaneously
High discretion and professionalism when handling confidential information
Availability to work and attend virtual meetings on US Eastern time
Preferred: HR certification such as PHR or SHRM-CP
Preferred: experience in a unionized environment or supporting CBA-related processes
Preferred: experience in global or nonprofit organizational contexts
Preferred: experience with Employer of Record processes for international staff

Benefits

Comp & perks

100% employer-sponsored medical, dental, and vision plans for employee coverage
Employer-funded Health Reimbursement Account of $5,000 for individuals / $6,500 for employees with dependents annually
401(k) Retirement Plan with 4% employer contribution
Additional employer dollar-for-dollar 401(k) match of elective employee contribution up to 3%
100% employer-sponsored Life Insurance and AD&D Plans
Option to elect additional voluntary life insurance plans
Paid vacation, sick leave, and holidays
Employer-sponsored short-term and long-term disability
Option to elect additional voluntary disability plans
Employee Assistance Program
Pre-Tax Flexible Spending Accounts for medical, dependent care, and commuter expenses
Voluntary accident, hospitalization, critical illness, pet, and legal insurance plans
Flexible work schedules
Hybrid options with two required in-office days per week
Remote work flexibility
Longer remote working periods of up to sixty days per year