Deputy Director, People and Talent Operations

Manage the full recruitment lifecycle, including job postings, candidate screening, interview coordination, and communication Partner with hiring managers to define role requirements, competencies, and interview plans Manage recruitment processes in the Applicant Tracking System and optimize workflows Coordinate with the Employer of Record on international hiring, onboarding, and contract changes Develop recruitment tools, templates, guidance, and hiring-manager training Design and deliver onboarding sessions and role-specific onboarding plans Ensure onboarding compliance steps, EOR documentation, policy acknowledgments, and required training are completed Manage offboarding processes Manage performance review cycles, including goal-setting, mid-year reviews, evaluations, and calibration Develop performance tools, templates, guidance, and HR-system appraisal processes Train managers on performance conversations, documentation, and development planning Partner on CPJ’s performance philosophy, career architecture, and competency model Develop and deliver training on HR policies, management fundamentals, communication, feedback, psychological safety, leadership development, career architecture, compensation philosophy, and progression pathways Facilitate workshops, team sessions, and learning cohorts Draft and revise HR policies and translate updates into tools, guidance, and training Support communication and change management related to policies, compensation, career pathways, and organizational processes Maintain and build People & Culture intranet pages Support early-stage employee relations matters and lead performance improvement plans and expectation-setting conversations Escalate complex or high-risk employee relations matters to the Senior Director Monitor labor-law changes and advise on operational implications Ensure people-process workflows comply with labor regulations, internal policies, and the Collective Bargaining Agreement Conduct process reviews, implement corrective actions, and support audits, investigations, and regulatory inquiries Advise managers on CBA-related requirements and support early-stage union employee relations matters Collaborate with Finance, IT, and Operations to align people processes and data flows Coordinate onboarding, offboarding, and role changes across departments Partner on payroll-related process improvements and accurate HRIS handling of compensation changes, stipends, and allowances Work with IT and Operations on system access, equipment provisioning, and security protocols Serve as operational liaison between People & Culture and other departments Lead continuous improvement across hiring, onboarding, performance, and training processes Develop standardized manager and staff tools, templates, and resources Partner on HRIS workflows related to hiring, onboarding, and performance Requirements 8+ years of experience managing human resources/people and culture processes, including full-cycle recruitment, onboarding, and performance management Experience developing and delivering training on HR policies, management fundamentals, communication, or organizational processes Ability to interpret and apply HR policies, employment regulations, and organizational procedures Experience supporting early-stage employee relations, including documentation, coaching managers, and guiding performance conversations Strong understanding of HR operations, HRIS workflows, data accuracy, and process improvement Ability to ensure compliance with labor laws, organizational policies, and Collective Bargaining Agreements Experience designing or improving HR systems, templates, operational workflows, policies, guidance, or tools Experience coordinating cross-functional workflows with Finance, IT, Operations, or other administrative teams Excellent communication, facilitation, and relationship-building skills across diverse teams and seniority levels Strong project management skills and ability to manage multiple processes and deadlines simultaneously High discretion and professionalism when handling confidential information Availability to work and attend virtual meetings on US Eastern time Preferred: HR certification such as PHR or

SHRM-CP

Preferred: experience in a unionized environment or supporting CBA-related processes Preferred: experience in global or nonprofit organizational contexts Preferred: experience with Employer of Record processes for international staff Core Competencies Demonstrates extensive experience in managing human resources processes, including full-cycle recruitment, onboarding, and performance management, while ensuring compliance with labor laws and organizational policies. Proficient in developing training programs and facilitating workshops to enhance HR operations and employee relations. Highest-signal resume keywords Full-Cycle Recruitment Onboarding Management Performance Management HRIS Workflows Employee Relations Hard Skills Recruitment Lifecycle Management Performance Review Processes HR Policy Development Compliance with Labor Laws Process Improvement Training Development Cross-Functional Collaboration Data Accuracy Documentation Management Operational Workflows Soft Skills Excellent Communication Facilitation Skills Relationship Building Project Management High Discretion Certifications & Qualifications PHR SHRM-CP Industry Keywords Collective Bargaining Agreement Unionized Environment Employer of Record Global Organizational Context Nonprofit Sector Tools & Technologies Applicant Tracking System HRIS People & Culture Intranet Performance Tools Training Templates #J-18808-Ljbffr Jobtailor