350.org is looking for a Global People & Culture Generalist to join our team of dedicated individuals who will be the subject matter expert and will deliver end-to-end HR processes and procedures for 350 staff based in Europe and Latin America.

About 350.org

350.org is building a global grassroots movement to solve the climate crisis. Our online campaigns, grassroots organizing, and mass public actions are led from the bottom up by thousands of volunteer organizers in over 188 countries. 350.org works hard to organize in a new way—everywhere at once, using online tools to facilitate strategic offline action. We want to be a laboratory for the best ways to strengthen the climate movement and catalyze transformation around the world. The values that guide and drive our work are listed here.

About the Global People & Culture Generalist Position

As a member of the People & Culture Team you will be the subject matter expert and will deliver end to end HR processes and procedures for 350 staff based in Europe and Latin America. You will serve as the first point of contact for managers and employees, whilst engaging with our EOR partners to collaborate on the best solutions to a range of people matters.

In this role you will also exercise independent judgment and discretion, be a strategic thought-partner, provide support and at times lead in organisational development, culture, JEDI (justice, equity, diversity and inclusion), change management, leadership coaching and training to enhance the organisation's overall effectiveness and capabilities.

Responsibilities

Strategic Partner

Work with managers to ensure the effective & seamless delivery of end-to-end HR processes.
Advise people managers on opportunities and risks relating to management actions across the ER landscape.
Develop strong working relationships with HRG’s and key HR partners including Organisational Development & JEDI. Leverage these relationships to help ensure the efficient delivery of HR processes and initiatives.
Support managers in developing and delivering proactive people initiatives to improve employee engagement, career progression, development and diversity & inclusion.
Coach people managers to increase their capability in managing performance of their teams ensuring that development and career plans are in place and under performance is addressed.
Lead and implement change management activity required to support ongoing business growth ensuring adherence to any regulatory requirements skills and experience.

Talent Acquisition:

Guide and support hiring managers in conducting job analysis and preparing job descriptions.
Design or update job descriptions as needed.
Use technology (e.g. social media, applicant tracking system, job boards, etc.) to support effective and efficient approaches to sourcing and recruiting diverse staff.
Guide and support hiring teams on the use of most appropriate, equitable and inclusive hiring methods to best assess candidates.
Coordinate pre-employment requirements such as reference and background checks, preparation of offer letters or employment contracts, benefits enrollment, new hire paperwork, etc.
Guide and support hiring managers in designing onboarding plans, and work with them in managing and tracking the onboarding process.
Facilitate HR sessions during onboarding.

Total Rewards:

Provide timely assistance to 350.org staff regarding compensation and benefits.
Assist in updating compensation and classification structure.
Review job descriptions with line managers and assign the appropriate salary grade level.
Work with the Finance Department in updating payroll changes.

Talent Management and Development:

Support and guide managers in managing staff performance (e.g. setting clear expectations, recognizing good work, documenting and addressing performance issues, etc.).
Coach managers and staff on creating positive working relationships.
Prepare and submit quarterly HR reports (i.e. turnover and retention metrics, new hires, leave reports, etc.)
Provide support and guidance during annual performance review.
Work with People and Culture Manager to develop annual performance evaluation; coordinate rollout and ensure timely and accurate completion
Assist with the design, implementation, and rollout of succession planning, employee development, and mentoring programmes
Coordinate staff offboarding, including exit interviews, etc.
Serve as a resource for managers; coach and mentor senior managers to effectively use the full range of HR tools (performance, compensation, training and development) to maximise team benefit.

Compliance and Registration:

Coordinate hiring, onboarding and HR management of staff hired through Global Employer Organisations (GEOs) or Employers-of-Record (EOR).
Review or create HR policies and procedures, making sure they are: (a) in compliance with applicable employment laws, and (b) consistently applied.
Maintain HR records and personnel files.
Coordinate HR requirements during country registration.
Provide required HR documentation during travel visa application.

HRIS Administration and others:

Manage and maintain HRIS (Namely HR, Greenhouse, etc.)
Coordinate HR projects and perform other tasks as assigned by the line manager.
Respond to and investigate employee grievances and conflicts and work closely with legal counsel to resolve.

Competencies

Technical HR: Strong familiarity with international, local, state and federal employment laws and regulations. Strong background in supporting talent acquisition, talent management and development, employee relations, coaching, conflict resolution, compensation and benefits administration.

Ethical Practice: Strong commitment to workplace justice, diversity, equity and inclusion. Ability to make sound judgment, exercise discretion and credibility, and act as an agent who promotes fairness, integrity and accountability across the organisation.

Relationship Management: Ability to build, nurture, promote and influence healthy work relationships and to work as an effective member of the team and the organisation. Ability to create a safe space for management and staff to discuss work issues and to manage conflict, while supporting the organisation. Ability to interact with staff from diverse cultures and backgrounds with sensitivity and respect.

Self-Management: Ability to set professional boundaries. Resilient and able to manage self and keep composure in times of stress. Able to work independently with minimum supervision.

Communication: Effectively craft and deliver concise and informative communications. Ability to listen to and address concerns of others, and to transfer and translate information from one level or team of the organisation to another.

Justice, Equity, Diversity and Inclusion: Must embrace the principles of workplace justice, equity, diversity and inclusion, anti-racism and/or anti-oppression and apply them to day-to-day work.

Others: Organised, detail oriented and accurate. Able to create work plans and anticipate deadlines. Be comfortable juggling multiple priorities with competing deadlines. Must believe and embrace 350.org’s vision, mission, and progressive values.

Required Qualifications

Bachelor’s Degree or equivalent work experience.
At least four (4) years of experience in Human Resources.
Professionally qualified (CIPD) certification.
Proficient in human capital management systems, applicant tracking systems, and other HR systems.
2-3 years previous experience in Justice, Equity, Diversity and Inclusion, anti-racism and/or anti-oppression work.
Global HR experience and familiarity with international employment laws.

Desired (but not required) Qualifications

Previous experience in not-for-profit.
Proficiency in Google Drive, Slack and Zoom.
Experience with project management.
Familiarity with Global Employer Organisations (GEO) or Employers-of-Record (EOR).

We are looking for someone who is comfortable working remotely, both independently & on teams, and who is highly responsive, able to lead initiatives while also taking direction from others.

Location: Remote within the United Kingdom

Position Type:FULL TIME

Compensation: Level 2.1 GBP 52000

350.org is an equal opportunity employer. 350.org strives to be an inclusive and collaborative group of people who bring a variety of approaches to the work we do. We’re committed to the principles of justice, and we try to build a safe workplace where everyone is treated fairly and enjoys working together. We value new perspectives, ideas of all sorts, and different ways of working. Diverse perspectives and experiences improve the way 350.org carries out our work – including what we decide to work on and how creatively/effectively we do that. We do our best to make staff positions accessible to all potential team members, regardless of race, national origin, ethnicity, age, disability, assigned gender, gender expression or identity, sexual orientation or identity, religion or creed, veteran status, marital or parental status, and genetic information. We also strive to include team members in communities most impacted by climate change or impacted by other kinds of environmental, social, and economic injustice.

If you have suggestions of improvements we welcome you to share your input with us at jobs@350.org with the subject line ‘Hiring Feedback’..