Purpose of the role

The People and Culture Business Partner is responsible for driving People and Culture operational effectiveness across Country Offices.

The role supports organizational development and change while providing a framework for best people practices and quality standards. The People and Culture Business Partner also supports the development and implementation of initiatives that encourage diversity, promote equity, and support the psychological and physical safety of the workforce.

Key accountabilities and responsibilities

Operational delivery — 40%

The People and Culture Business Partner will:

• Provide advice and influence action on global People and Culture policies.
• Work with local People and Culture Specialists to advise staff and management in Country Offices on local policies and employment law.
• Support the review and localization of People and Culture policies.
• Embed best practices while ensuring local needs and culture are reflected.
• Work with the Chief People & Culture Officer, People and Culture team, Global Directors of Country Offices, and Logistics Manager to identify and mitigate people-related risks in Country Offices.
• Help prevent and resolve people-related issues.
• Support adherence to safety, security, and safeguarding policies and procedures in Country Offices.

Employee relations and employee services — 30%

The People and Culture Business Partner will:

• Monitor the whistleblowing line and ensure timely action is taken on complaints related to Country Offices.
• Work with People and Culture teams and Country Office management to prevent and effectively resolve employee relations issues.
• Ensure adherence to disciplinary procedures.
• Maintain confidential employee relations records.
• Conduct investigations.
• Liaise with legal firms and/or investigators to resolve employee relations cases.
• Identify trends and areas of concern using data from surveys, exit interviews, and other channels.
• Propose and implement remedial actions.
• Act as one of the systems administrators for the whistleblowing and anti-terrorism platforms.

Quality assurance — 20%

The People and Culture Business Partner will:

• Drive efficiency and quality assurance of People and Culture operational practices in Country Offices.
• Conduct assessments and People and Culture audits.
• Work with People and Culture Specialists and Country Directors to improve employee experience.
• Ensure consistency and continuous improvement.
• Enhance People and Culture capacity in countries.
• Support Country Directors to ensure compliance and manage People and Culture risks according to country risk registers and audit actions.
• Contribute to data gathering, analysis, and presentation of People and Culture reports.
• Support decision-making by identifying trends and proposing improvement actions.
• Initiate implementation of approved improvement measures.

Diversity, equity, inclusion, and accessibility — 10%

The People and Culture Business Partner will:

• Embed DEIA approaches into policies and processes.
• Support a framework that welcomes and supports staff regardless of race, ethnicity, gender, age, religion, language, ability, status, and location.
• Work with the Global Diversity, Equity, and Inclusion Committee to communicate the DEIA strategy.
• Establish measurable goals to track DEIA progress.
• Source, develop, and manage training and related activities.
• Support the learning management system and DEIA Week.
• Analyze DEIA data and make recommendations.
• Support implementation of agreed DEIA actions.
• Perform other duties as assigned.

Scope, impact, and autonomy

The role primarily supports and advises leadership while coaching People and Culture Specialists and managers on the operational needs of Country Offices.

The role also has a global scope in supporting the advancement of the Diversity, Equity, Inclusion, and Accessibility agenda, with the goal of strengthening the culture of One Right To Play.

The People and Culture Business Partner consults the Chief People & Culture Officer on complex, unclear, or long-term impact matters.

Leadership and staff management

The role provides technical leadership and coaching to People and Culture Specialists in Country Offices, including more than 10 colleagues.

The position also acts as counsel to Country Directors and senior staff based in Country Offices on People and Culture policies and strategic changes affecting staff.

The role leads:

• The People and Culture Global Community of Practice
• The Global Diversity, Equity, Inclusion, and Accessibility Committee

Information requirements for decision-making

The People and Culture Business Partner identifies areas for improvement and implements People and Culture solutions in Country Offices to ensure smooth service delivery.

Under the guidance of senior People and Culture staff, the role updates and embeds policies, processes, and other key People and Culture initiatives.

The role uses the policy framework, organizational strategies, and country strategies to guide priorities. Actions are informed by trends and issues identified through analysis of People data reports, surveys, and other available sources.

Any policy changes must be approved by the Chief People & Culture Officer.

Innovation and improvements

The successful candidate is expected to proactively recommend improvements to policies, procedures, and practices based on international People and Culture best practices.

Working with specialized People and Culture colleagues, the role introduces improvements across all People and Culture areas, including:

• Workforce planning
• Safeguarding
• Safety and security

Relationships and communication

Internal relationships

The role works closely with:

• The global People and Culture team
• Country Directors
• Headquarters Country Operations
• Finance teams
• The Global Diversity, Equity, Inclusion, and Accessibility Committee

These internal collaborations support the delivery of People and Culture annual processes and initiatives that drive improvement and effectiveness.

External relationships

The role liaises externally with:

• Legal firms
• Investigators
• Professional networks

Required expertise

Education and certifications

Applicants should have a master’s degree in one of the following fields:

• Human resources management
• Business administration
• Organizational behaviour
• A related field

Professional experience

Applicants should have:

• Extensive experience working at headquarters or regional level in an international development organization with representation in low- and middle-income countries.
• Experience managing international HR operations.
• Strong knowledge and understanding of applicable local laws and donor requirements in several countries.
• Experience supporting consistent employee experience across different country contexts.
• Experience delivering HR services through a business partner model.
• Experience advising and training People and Culture professionals, staff, and leadership on employee relations issues and best people management practices.

Language requirements

Applicants should be:

• Proficient in verbal and written English
• Fluent in French, Arabic, or Portuguese, which is preferred

Core competencies

Collaboration

Ability to influence and create strong partnerships with staff at all levels to achieve results.

Growth mindset

Ability to introduce continuous process improvements in HR operational areas while supporting others to develop.

Resilience

Ability to work under pressure, meet deadlines, and deliver results through others.

Professionalism

Ability to exercise discretion, maintain confidentiality, and observe an ethical approach.

Management and interpersonal skills

Excellent interpersonal skills, a strong understanding of human relations, and a high level of emotional intelligence.

Additional information

The role may require:

• International travel, including travel to high-security-risk countries, up to six times per year
• Extended screen time

Hiring salary by country

Hiring salary is dependent on the successful candidate’s location. This is a national position, and salary will be paid in the local currency.

The salary will be subject to usual deductions, including required taxes.

• Burundi: BIF 2,601,803 per month
• Canada: CAD 90,418 per annum
• Ethiopia: ETB 258,574 per month
• Ghana: GHS 15,156 per month
• Lebanon: USD 3,873 per month
• Mali: XOF 1,244,044 per month
• Pakistan: PKR 448,947 per month
• Palestinian Territories: ILS 17,116 per month
• Rwanda: RWF 2,581,173 per month
• Tanzania: TZS 7,276,275 per month
• Uganda: UGX 9,750,052 per month
• United Kingdom: GBP 54,374 per annum

Equal employment opportunity

Right To Play provides equal employment opportunities to employees regardless of:

• Gender
• Race
• Religion
• Age
• Disability
• Sexual orientation
• Marital status

The organization strongly encourages applications from groups that have historically been disadvantaged with respect to employment.

Recruitment and selection process

As part of the selection process, final candidates will be required to complete:

• Security checks
• Vulnerable Sector Check or equivalent criminal record check

These checks are required as a condition of the offer.

Use of artificial intelligence in recruitment

As part of its recruitment and selection process, Right To Play uses artificial intelligence assisted tools to support the assessment of candidates and applications.

This may include support for:

• Generating and editing job adverts
• Assessment and interview questions
• Scheduling
• Translation
• Transcription
• Note taking
• Responding to candidate enquiries through the Applicant Tracking System, VidCruiter, which uses an AI-powered chatbot

These tools only assist human reviewers in the evaluation process. They do not make selection or screening decisions. All hiring decisions are made by human reviewers.

All AI-assisted processes comply with applicable privacy and data protection regulations, including GDPR and PIPEDA.

Accessibility and accommodation

Right To Play values and promotes a culture of diversity, equity, inclusion, and belonging.

The organization is committed to providing accommodations to candidates with disabilities during the recruitment and selection process and thereafter.

• Provide advice and influence action on global People and Culture policies.
• Work with local People and Culture Specialists to advise staff and management in Country Offices on local policies and employment law.
• Support the review and localization of People and Culture policies.
• Embed best practices while ensuring local needs and culture are reflected.
• Work with the Chief People & Culture Officer, People and Culture team, Global Directors of Country Offices, and Logistics Manager to identify and mitigate people-related risks in Country Offices.
• Help prevent and resolve people-related issues.
• Support adherence to safety, security, and safeguarding policies and procedures in Country Offices.
• Monitor the whistleblowing line and ensure timely action is taken on complaints related to Country Offices.
• Work with People and Culture teams and Country Office management to prevent and effectively resolve employee relations issues.
• Ensure adherence to disciplinary procedures.
• Maintain confidential employee relations records.
• Conduct investigations.
• Liaise with legal firms and/or investigators to resolve employee relations cases.
• Identify trends and areas of concern using data from surveys, exit interviews, and other channels.
• Propose and implement remedial actions.
• Act as one of the systems administrators for the whistleblowing and anti-terrorism platforms.
• Drive efficiency and quality assurance of People and Culture operational practices in Country Offices.
• Conduct assessments and People and Culture audits.
• Work with People and Culture Specialists and Country Directors to improve employee experience.
• Ensure consistency and continuous improvement.
• Enhance People and Culture capacity in countries.
• Support Country Directors to ensure compliance and manage People and Culture risks according to country risk registers and audit actions.
• Contribute to data gathering, analysis, and presentation of People and Culture reports.
• Support decision-making by identifying trends and proposing improvement actions.
• Initiate implementation of approved improvement measures.
• Embed DEIA approaches into policies and processes.
• Support a framework that welcomes and supports staff regardless of race, ethnicity, gender, age, religion, language, ability, status, and location.
• Work with the Global Diversity, Equity, and Inclusion Committee to communicate the DEIA strategy.
• Establish measurable goals to track DEIA progress.
• Source, develop, and manage training and related activities.
• Support the learning management system and DEIA Week.
• Analyze DEIA data and make recommendations.
• Support implementation of agreed DEIA actions.
• Perform other duties as assigned.