People & Culture Manager At Just Associates

ABOUT JUST ASSOCIATES (JASS)

JASS is a feminist movement strengthening organisation – rooted in the majority world – that strengthens the voice, visibility, leadership and collective organizing power of women for a just and sustainable world for all. We equip and strengthen the leadership and organising capacity of women leaders and their organisations in Mesoamerica, Southeast Asia, and Southern Africa.

As a multi-centred organisation, we have a diverse staff and distributed leadership structure representing our intersectional feminist politics across: geographies, cultures, generations, race, ability, sexual orientation, gender identity and spiritual beliefs. JASS’ work is carried out by 50 full and part-time staff spread across 15 countries worldwide who are supported by operations in Jakarta, Johannesburg, Mexico City and Washington DC. We strive for internal structures, policies, and practices that reflect our principles (including accountability to our mission) and value a range of knowledge and experiences.

POSITION OVERVIEW

The primary purpose of the People and Culture Manager (P&C Manager) is to strengthen JASS HR approach, practices and internal mechanisms (aligned with JASS principles) to enable JASS to become a stronger and more effective organization by connecting and supporting our multi-regional teams. The successful candidate will have a deep desire to listen to, learn from and collaborate with our diverse teams; for this reason, we will prioritise qualified candidates whose lived and professional experiences align with JASS’ mission and principles.

ROLES AND RESPONSIBILITIES

The P&C Manager will contribute to the strategic vision of JASS’ HR system and is responsible for management and maintenance of HR processes and practices: recruitment and on-boarding; evaluating and periodically updating organisational policies; ensuring policies are easily available, understood by staff and fairly applied; providing support and advice to staff, leadership and teams; support a work environment that is open, safe, enabling and affirming and promoting an organisational culture based on teamwork, diversity, clarity, distributive leadership, quality work and accountability that is grounded in JASS’s principles, values and mission.

The P&C Manager will work with the Director of People, Finance and Operations and JASS Leadership Team (JLT) to strengthen and implement an HR strategy an approach that aligns with JASS`principles and values and that ensures JASS is a healthy organisation to serve its mission.

The P&C Manager is expected to provide knowledge and insight on HR trends and practices (particularly debates amongst feminist and progressive organisations) and contribute to operational problem-solving, serving as a reliable manager to enable a thriving organization for a virtual global team. The P&C Manager will also be responsible for the day to day management of HR processes and practices.

Key Responsibilities

Recruitment and Onboarding

• Support the management of the full employment cycle: job design and evaluation, recruitment, hiring, orientation and closing out.
• Develop and oversee standardized processes of recruitment and onboarding of new staff, including orientation to JASS’ feminist principles and culture.

HR Management and Care for Staff

• Serve as the HR contact for all staff and ensure day to day HR management, respond to staff inquiries regarding policies, procedures, and terms of employment, maintaining updated staff records, including theJASS Human Resources Information Management System (Personio) and support risk management.
• Oversee payroll and the administration of benefits programs for staff, working closely with regionally-based finance and operations colleagues; research and cost out benefits alternatives as needed; serve as liaison to US-based benefits vendors.
• Keep audit quality, legally compliant records of contracts and personnel information such as hires, promotions, leave, grievances, terminations etc.
• Ensure adequate systems for performance management are put in place and administered as part of the organizational life cycle, including providing advice and support to directors and managers, monitoring staff personal and professional development plans, ensuring job descriptions and contracts are up to date and filed
• Advise and support directors and staff in conflict management and the resolution of employee relations and complex HR issues; proactively raise HR issues with supervisors. This may include participating in mediation processes.
• Support activities for strengthening feminist leadership, team-building across the organization, including mentoring and coaching skills as well as tools for improving virtual teamwork. and supporting a culture of distributed leadership.
• Support staff-related appreciation and care activities (wellbeing practices) with understanding, sensitivity and responsiveness to cultural differences.
• Ensure JASS compliance with remote work health and safety requirements by supporting and coordinating relevant risk management processes.
• Develop strategic HR reports (monthly or quarterly) and outline identified trends and design an early warning system to address unhealthy trends in the organization and utilise the data to support decision making within the organisation.

HR Hand Book and Policy Development

• Periodically review and update HR policy and practices using a feminist lens to enable a movement culture of professionalism and care. This would mean reviewing HR processes and tools proposing changes that might improve and simplify internal management.
• As needed convene an HR working group to address particular HR tasks.
• Stay attentive to trends in HR management, and bring these learnings into JASS in an appropriate manner, aligned to JASS values.
• Guide the leadership team and staff actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines to ensure JASS’ HR handbook remains a relevant and living guide.
• Support periodic reviews of compensation and benefits, definition of salary scales that are aligned with the internal values, politics and resources of the organisation.

HR Compliance

• Support and where necessary provide direction to ensure compliance with employment-related laws and regulations in registered countries; advise on necessary actions in alignment with current employment law requirements.