Latest Openings at Human Rights Watch

Responsibilities

• Support the Director of People and Culture in the development of HRW’s DEI strategy by analyzing employee engagement data, working with key internal stakeholders to gather requirements, and synthesizing those into proposed strategies and projects plans.
• Project manage the implementation of DEI initiatives, including monitoring their impact and iterating based on data;
• Design, develop, and implement trainings and resources for staff and managers in partnership with the Learning & Development team, other internal stakeholders, and external consultants;
• Partner with the People and Culture team leadership to integrate DEI best practices into core people-related processes (e.g. talent acquisition, performance management, total rewards;
• Lead the design and execution of DEI-specific staff engagement initiatives such as inclusive observances and culture/pulse surveys;
• Serve as a point of contact for managers and staff for guidance and support on DEI issues related to people processes, interpersonal communications, and team culture;
• Partner with HRW’s DEI Taskforce and Global Staff Council to drive staff engagement on DEI;
• Proactively identify DEI-related needs and opportunities in workflows and HRW’s culture, and work with relevant colleagues to resolve them;
• Serve as a trusted advisor to departments and divisions to develop localized DEI strategies and implementation plans;
• Partner with the People and Culture team, Internal Communications, and others to ensure that messaging is inclusive and culturally competent; and
• Perform other duties as may be required.

Qualifications

• Education: A bachelor’s degree or equivalent work experience is required. 
• Experience: A minimum of seven years of global experience and mid-to-senior level DEI or culture-related roles.

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Responsibilities

People & Culture - Employee Engagement and Relations

• Serve as liaison with global Collective Bargaining Agreements (CBAs), European Works Councils and union partners, in coordination with the Global Director of People & Culture, the General Counsel’s Office, and other key senior leaders.
• Collaborate closely with our Global Staff Council and other staff bodies to improve staff-management relationships and communication, increasing a sense of shared purpose and engagement with multi-year global strategy.
• Act as a strategic People & Culture partner to designated teams, strengthening global connectedness among our dispersed and remote/hybrid staff, and fostering an inclusive and effective manager and leadership culture.
• Champion organizational values and positive culture through initiatives that improve morale, engagement, and cross-functional cohesion (e.g. stay interviews, recognition programs).
• Build and maintain relationships with union leaders and representatives to facilitate open communication and cooperation.
• Contribute to internal People & Culture transformation projects.

Global Employee & Labor Relations

• Serve as the primary point of contact for complex employee relations (ER) cases, including formal complaints, conflicts, grievances, and investigations—ensuring consistency, fairness, and psychological safety.
• Advise managers and leaders on policy application, interpersonal issues, and conflict resolution practices with empathy and clarity.
• Coach leaders on performance management, change leadership, and team dynamics toward higher productivity and trust.
• Support managers in navigating sensitive personnel issues, implementing equitable practices, and fostering team culture.
• Collaborate with legal counsel to mitigate potential legal risks by ensuring timely and thorough handling of employee and labor relations cases and participating in legal proceedings when necessary.
• Log and track ER trends, surface systemic challenges, and partner with colleagues to develop proactive solutions and risk mitigation strategies.
• Create, implement, and update People and Culture policies and procedures to ensure legal compliance and best practices with all applicable laws, regulations, and internal standards.
• Conduct exit interviews, track ER data trends, and deliver insights to leadership on organizational health and risk mitigation.
• Perform other tasks, as may be required.

Qualifications

• Education: A bachelor’s degree or equivalent work experience is required. 
• Experience: A minimum of seven years of People and Culture experience including employee relations, organizational culture, and People Partner responsibilities.