Associate Director, People & Culture Partner, Employee Engagement & Relations

FULL-TIME JOB VACANCY

Associate Director, People & Culture Partner, Employee Engagement & Relations

Global Human Resources Division

Multiple Office Locations Considered

Application Deadline: 30 September, 2025

We are seeking a strategic, emotionally intelligent, and globally experienced Associate Director/People & Culture Partner to lead a cross-functional portfolio focused on culture, engagement, and employee/labor relations. You will act as a strategic partner to select divisions, drive inclusive and high‑trust culture change, and manage complex employee and labor issues across our global organization. You’ll liaise with leadership, legal, and compliance teams, providing counsel, investigations, and policy guidance in alignment with international labor and non-profit standards.

This full-time position will report to the Global Director of People & Culture and will be based in any of the following Human Rights Watch (HRW) offices: Berlin, London, Chicago, Brussels, New York, or Washington, DC. The successful candidate may have the option to work remotely.

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.

Related Skills and Knowledge
Experience supporting labor relations/unions globally is essential. Knowledge of collective bargaining agreements, labor law, and global ER practices; experience liaising with unions and work councils.
Knowledge and demonstrated application of relevant domestic US and international employment laws, regulations, and trends.
Demonstrated experience managing complex workplace issues, conducting, or overseeing investigations, and mediating conflict with fairness and discretion.
High emotional intelligence, integrity, and the ability to navigate sensitive topics with empathy, rigor, and discretion.
Able to operate autonomy with judgement when to escalate issues.
Ability to develop a cross functional strategy and pivot from strategy to operational execution in a global, matrix environment.