People and Culture Lead

  • HR & Recruitment
  • Full time
  • 3 weeks ago

Job Information

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    No. of Openings 1 opening
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    Job Experience 5+ years
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    Education Level Bachelor
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    Location Restrictions Europe only

Job Description

THIS ROLE IS OPEN TO REMOTE LOCATION

The Wellbeing Project is catalyzing a culture of inner wellbeing for all changemakers. We are inspired by a sense of caring and compassion for all the people who work to build a better world, as well as to support the many causes and movements for which they work. We are a global initiative co-created with leading social change institutions and are a community of many of the key global and regional social change leaders and organizations.

Today, once again, we’re growing! We’re looking for a People and Culture Lead to join us to help us build an equitable, caring, and safe container for our global team.

We are looking for someone who has 5 to 10 years of experience in international human resources and change management to join our team. We are looking for someone who has a passion for social change, and who has a deep interest in personal work. We are looking for someone who is emotionally mature and calm, has strong people management capacity and emotional intelligence, and is entrepreneurially minded. The ideal candidate will be able to drop into the detail when needed, is organized, likes procedure and at the same time is flexible, strategic and analysis-oriented, intellectually curious, collaborative, solutions-oriented, and can thrive in a fast-paced environment. This role requires native-level English and someone who enjoys having fun!

SKILLS

We are looking for someone who meets the following requirements:

  • University degree: most likely business, human resources management, change management, industrial/organizational psychology or similar.
  • Work experience: 5-10 years working in an international human resources management role at a social enterprise, a strategic consulting firm, or similar.
  • Creative and strategic: ability to think at a project-wide level, see connections between different parts of our work. Capable of designing strategies and igniting changes when needed.
  • Structured, dependable, and reliable: you are thorough, you can keep deadlines, and you are very well organized (nothing falls through the cracks but you are also able to adapt to last minute or unexpected changes/requirements).
  • Detail-capable and thorough: careful not to miss small pieces.
  • Good communicator: you are people-oriented and communicate with respect, benevolence, clarity, sensitivity, and, internally, are able to express your needs when they arise, with openness and authenticity.
  • You have strong emotional intelligence and are comfortable managing conflicts when they arise.
  • You are comfortable leading organization-wide change processes and culture initiatives from design to execution.
  • You have a deep sense of how to support organisational wellbeing. 
  • You are flexible and like to be in a fast-paced and ever-changing environment, problem-solve, are proactive, responsive, and think beyond the task at hand.
  • Native or very strong English. French is nice to have.

This role requires diverse skills and is both administrative and oriented towards supporting the project team members.

ROLE

The People and Culture Lead will directly support the Project’s Team and Culture, working closely with the Project’s COO and reporting to the Project Co-Leads. 

KEY RESPONSIBILITIES

The People and Culture Lead is responsible for the development of an equitable, caring, and safe container for the team of The Wellbeing Project by:

  • Collaboratively leading the ongoing cultivation of a working culture and people structure that is supportive of our team. This includes:
    • Hosting an ongoing team-wide engagement process on culture. Leading work that deepens our collective practices and structures to better live our working culture values.
    • Chairing an internal wellbeing committee.
    • Spearheading and coordinating the Project’s Diversity, Equity, Inclusion and Belonging efforts.
  • Ensuring that the entire lifecycle of team members’ work experience is held with care and compassion from their first engagement in the hiring process, to their development and growth, through to departures.
  • Hiring & Recruitment
    • Oversee recruitment and hiring with the aim to staff the Project with members that are aligned with the team culture and who bring a diversity of skills and perspectives.
    • Strengthen the Project’s approach to the recruitment of diverse talent in line with the overall DEIB strategy. 
    • Streamline recruitment processes to increase the efficiency of managing administrative tasks related to the recruitment process.
  • Maintain a compensation and benefits framework that is equitable across the Project; accurately reflects team members’ roles, experience, levels of engagement, and contributions; and is consistent with social sector norms.
  • Lead the development and implementation of a competency framework and development pathways for the team:
    • Defining a competency framework and development pathways that are aligned with the mission and the co-creative nature of the Project.
    • Bringing the framework and pathways to life within the Project as a system both across the team and for each individual.
    • Introducing a rewards system and promotion process and criteria that recognizes team members’ performance, growth and contributions, as well as defines clear career advancement opportunities across the team.
    • Develop and oversee learning and development programs for the team overall and at the individual level. This would include the development of leadership capacity, interrelationship skills and technical skills.
    • Oversee individual performance management that creates space for reflection and learning; facilitates regular self assessment and peer and manager feedback; and supports personal and professional development.
  • Creating an administrative framework for the team that is in line with global best practices and is applied consistently and equitably across the team including:
    • Refreshing and furthering implementation of a standard set of People Policies and Protocols.
    • Developing and articulating an extensive content base on how TWP engages across all key People topics
    • Providing a safe channel of support and communication for addressing issues that arise for members of the team.
    • Supporting good working dynamics.
    • Supporting the resolution of challenges and conflicts in ways that are aligned with the Project’s values.

PROJECT TEAM ELEMENTS

Small working group: With the Project COO and Project Co-Leads (weekly)

Project Team calls (weekly)

WHAT WE OFFER

  • An opportunity to work on a ground-breaking, global project that is a co-creation with leading institutions in the field of social change, and that is already seeing the beginning of an extraordinary movement.
  • An innovative, co-creative, entrepreneurial and international working environment.
  • A strong culture which is at the core of our organization and the project, as well as a large and diverse Project team that is loving, caring and… pretty awesome people!
  • A steep yet friendly learning curve, including building a variety of key relationships in the social change sector worldwide.
  • Be a part of a fulfilling and meaningful professional project based on strong values and an opportunity to impact the lives of millions of people touched by the work of social change makers.

 Practically:

  • Start ASAP, and at least until December 2023.
  • Preference for someone based in Paris or Madrid but open to remote locations. 
  • Compensation is appropriate to the social sector and also includes a wellbeing stipend.
  • This is a freelance position and EU work permit/visa/passport are required.
  • You will also need your own working devices (computer, phone).

To apply for this position, please send us your resume and cover letter to hiring@wellbeing-project.org before November 30, 2020.

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