and Culture Manager
ABOUT THE DISABILITY RIGHTS FUND AND THE DISABILITY
RIGHTS ADVOCACY FUND
The Disability Rights Fund (DRF) is a multimillion dollar
grantmaking collaboration between a diversity of donors and the
global disability rights community that resources organizations of
persons with disabilities (OPDs) to advocate for equal rights and
full participation in society. We currently work across Africa,
Asia, the Pacific Islands, and the Caribbean. The Disability Rights
Advocacy Fund (DRAF) is DRF’s sister organization, supporting
advocacy for legislative change. The Funds – which are based on a
participatory grantmaking model – annually make 150-200 grants,
mainly ranging from USD $5,000-$50,000 each, to OPDs to advance the
UN Convention on the Rights of Persons with Disabilities (CRPD),
including in implementation of the Sustainable Development Goals
(SDGs) and Global Disability Summit 2018 (GDS18) commitments.
At DRF/DRAF, we believe our people are what make us great.
Reflecting our participatory approach, we have persons with
disabilities at all levels of our organization - staff, Board,
Grantmaking Committee. We value teamwork and a supportive work
environment. Our goal is to find individuals who are good at what
they do and passionate about our mission.
The Talent and Culture Manager is a new and vital role that will
shape, lead, and manage all aspects of Human Resources. Working
closely with the Deputy Director, this experienced manager will
ensure DRF/DRAF realize the full potential of our growing staff.
This position will interface with our professional employer
organizations (PEOs), steward recruiting and professional
development, bolster diversity and inclusion (DEI) work internally,
guide and oversee performance management, participate in
safeguarding efforts of the organization and its grantees, and
join the operational and risk branches of our Management Team.
The Talent and Culture Manager is responsible for developing and
executing initiatives that will support and build the capacity of
our diverse and dedicated team, based around the world and largely
working remotely, to succeed and contribute to the organization's
mission. The Talent and Culture Manager will report to the Deputy
Director. This position requires experience in disability-inclusive
personnel support, knowledge of ADA legal requirements and best
practice, safeguarding, and excellent relationship management.
ESSENTIAL DUTIES AND
From leading new hire onboarding to developing the
organization’s approach to Learning and Development, the Talent and
Culture Manager will impact every stage of the DRF/DRAF team member
Team Member Recruitment and Onboarding
- Oversee recruitment process, candidate sourcing, scheduling,
and experience. Conduct background checks.
- Identify and recommend innovative methods to attract diverse
talent and simplify and enhance recruitment and onboarding
- Oversee PEO relationships (one domestic, one international);
support Finance Director on cost-benefit analyses.
- Guide supervisors during hiring and annual performance
- Conduct exit interviews and draw conclusions for
- Advise on talent pipelines and sustainability planning.
Employee Relations and Engagement
- Support managers in connecting organizational goals with
individual workplans to encourage greater staff ownership over our
- Coach managers in how they supervise, review performance,
encourage collaboration, manage internal conflicts, and how they
can positively impact the culture, taking into account the
international nature of DRF.
- Hold others accountable regarding employee interactions and
- Work with the Deputy Director to monitor and track team member
engagement while identifying and implementing ways to improve
- Act as a cultural steward; work with team members at all levels
to further develop overall capability to foster a healthy,
cohesive, collaborative, fun, fair, and equitable workplace.
- Plan and organize team building events with support from the
Operations and Logistics Coordinator.
- Work closely with the Deputy Director and third party
consultants on HR and safeguarding policies and procedures and
issues related to employee relations.
Diversity, Equity, and Inclusion (DEI)
- Enhance DEI efforts across the board, including recruitment,
learning and development, and performance and career
- Identify gaps and provide input into organization-wide
policies, procedures, and practices to ensure all efforts continue
to support a culture of DEI.
- Support and enable expanded DEI training, tools, resources, and
- Keep current on external DEI programs and developments.
Learning and Development
- Work closely with team members to encourage personal and
- Develop a Learning and Development manual to guide team
- Stay current on developments and innovations in training in the
human rights, development, and philanthropy sectors so the
organization’s training activities remain relevant.
- Collaborate with the Evaluation & Learning Manager,
Technical Assistance Director, Finance Director, and others to
identify and assess training needs and learning opportunities.
- Work within the budget to meet training objectives; with
Finance team, track and budget training costs for the
- As needed, receive complaints and allegations from
whistleblowers and reporting parties, including staff or
- As a member of the Risk Management Team, participate in
discussions around safeguarding situations and mitigation.
- As a member of the Operations Management Team, join in
operational planning for the organizations.
- Provide logistical support to developing and maintaining a
safety incentive program in a post-COVID work environment.
Such other duties as may be assigned from time to
KNOWLEDGE, SKILLS, AND ABILITIES
The ideal candidate will possess exceptional relational skills
and a keen understanding of best practices in people and culture/HR
management. They should have a proven ability to build employee
engagement and growth. The candidate will be a professional of the
highest integrity and will seek to bring out the best in other
members of the team.
- Bachelor’s degree with 5-10 years of progressive Human
Resources management experience including employee onboarding,
recruiting, conflict management, and employee relations.
- Knowledge of employment laws and ADA, including reasonable
- Safeguarding expertise.
- Broad knowledge of diversity and inclusion processes,
procedures, best practices, resources, and networks.
- Commitment to the human rights of persons with disabilities and
the organizational mission, and demonstrated understanding of
marginalized and intersectional identities.
- Demonstrated knowledge of learning and development
- Proven ability to adapt to changing priorities, handle multiple
projects, and meet deadlines; strong planning and project
- Outstanding communication skills and a professional
- Experience working with remote teams.
- HR certification a plus.
- Preference for Boston base. If not, the candidate must have the
ability to work independently from a home location and travel will
be required to DRF’s Boston office on a regular basis. Other
international and domestic travel may be needed, as safe and
- Individual must reside in and have work permission in the
Salary and Benefits
This is a full-time position; salary will be commensurate with
experience. We are committed to diversity, equity, inclusion, and
fair compensation. Because we work across the world and welcome
candidates of all abilities, with a wide range of experience and
skills, we find it is most productive to discuss compensation
expectations in the course of the interview process. DRF
offers an excellent benefits package including employer paid
medical, dental, and vision insurance for employees.
HOW TO APPLY
Roger Falcón, Deputy Director
(please, no phone calls)
Applications reviewed on a rolling basis.