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Form of work
SalaryAbout CRIN
CRIN is a creative human rights organisation focused on children’s rights. We press for rights - not charity - and campaign for a genuine shift in how governments and societies view and treat children.
What we’re fighting for
Our goal is a world where the human rights of children and young people are recognised, respected and enforced, and where every rights violation has a remedy. This is a world where organisations like ours would not need to exist. We realise this may be a long way off and may not happen in our lifetime, but we are working to pave the way.
What we do
We work on many issues, from the survival of the planet, to sexual violence, to civil and political rights, to the right to bodily integrity, privacy, expression and information, to how children’s rights are affected by new technology. How we work on each issue varies depending on the need and our ability to bring about change.
We advocate for international institutions like the UN, as well as governments and professionals, to adopt strong children’s rights policies. We undertake legal research and analysis and propose better policies where these are lacking. Through humour, artwork and our vision for the future, we encourage people to think differently about the world we live in.
About the role
We are looking for a Human Resources (HR) Manager to oversee all aspects of human resources practices and processes and to ensure that our organisational policies align with our values (see our CRIN Code). We are a small team of ten employees based in the UK and about five consultants based in the UK and Europe.
What is an HR Manager?
To us, an HR Manager is the go-to person for employee-related matters including job design, recruitment, employee relations, performance management, training and development, and talent management.
The job of HR Manager is important to a healthy and thriving organisation. People are our most important asset and you’ll be the one to ensure we have a happy and productive workplace where everyone works to realise our established mission and objectives, while ensuring that we have good working conditions for our team.
Promoting CRIN’s values and shaping a positive culture is a key aspect of what we’d like to see in an HR Manager. We would also like an HR Manager to review our organisational policies with a view to ensuring that they embed anti-oppression. For example, this could look at how racism, sexism, ableism, classism and other forms of oppression can manifest themselves in organisational policies and practices - and what changes we might need to make. This is important to us, to ensure that our policies are upholding the values and practices we would like to see in the world, whilst also ensuring they are legally compliant. For CRIN, it’s not just important what we work on, but how we do it - and we want to critically examine the how and what could be improved.
Responsibilities
Develop and implement HR strategies and initiatives aligned with our values and strategy.
Act as a go-to for employees on matters related to their employment, including on any concerns or grievances.
Manage employee relations matters and provide guidance to the Co-Directors on demands, grievances or other issues.
Manage the recruitment and selection process.
Support current and future organisational needs through the development, engagement, and motivation of staff.
Develop and monitor overall HR strategies, systems, policies and procedures across the organisation and ensure they embed an anti-oppression approach.
Nurture a positive working environment and the team’s well-being.
Oversee and manage a performance management appraisal system that supports the employee’s performance, satisfaction and well-being.
Maintain pay plan and benefits program.
Assess development needs for CRIN colleagues and identify learning solutions.
Report to the Co-Directors and provide decision support through HR metrics.
Ensure legal compliance throughout HR management.
Requirements and skills in no particular order
Proven and significant HR working experience, with experience of this within the NGO/charity sector being desirable.
Experience of reviewing organisational policies from an anti-oppression perspective.
People oriented and ability to work collaboratively.
Demonstrable experience with HR metrics.
Ability to coach and partner with the Co-Directors on HR related matters.
Excellent active listening, negotiation and presentation skills.
Competence to build and effectively manage interpersonal relationships at all levels of the company.
In-depth knowledge of employment law and HR best practices.
Cross-cultural sensitivity and appreciation.
Commitment to CRIN’s Code (aka its values) and mission.
Degree in Human Resources or related field or other equivalent professional qualification.
