People and Culture Business Partner – RIGHT TO PLAY

Job Description

Location:

• Preferred: London, UK; Addis Ababa, Ethiopia; Accra, Ghana; or Kampala, Uganda;

• or any other Right To Play based location (Bujumbura, Burundi; Toronto, Canada; Beirut,

Lebanon; Bamako, Mali; Islamabad, Pakistan; Ramallah, Palestinian Territories; Kigali, Rwanda;

or Dar es Salaam, Tanzania)

(Only candidates who are eligible to work legally without work visa sponsorship in the country will be

considered.)

Contract Type: Full-time (40 hours per week), long-term engagement

Hiring Salary: This is a national position. Please refer to Appendix I for the hiring salary for each country.

Target Start Date: As soon as possible

Application Closing Date: May 17, 2026 23:59 EDT

This job advert is for an existing vacancy.

About Right To Play:

For more than 25 years, Right To Play has been protecting, educating, and empowering millions of

children each year to rise above adversity through the power of play.

We offer programs in 14 countries across Africa, Asia, the Middle East and North America, reaching

millions of children each year in some of the most difficult places on earth, helping them to stay in

school and learn, overcome prejudice, heal from trauma, and develop the skills they need to thrive. We

do this by harnessing play, one of the most fundamental forces in a child’s life, to teach children the

critical skills they need to dismantle barriers and embrace opportunities, in learning and in life.

This work is supported by our two global offices in Toronto, Canada and London, UK; and seven National

Offices in North America and Europe.

Benefits Highlights:

• Connect and collaborate with a global team who are passionate about protecting, educating and

empowering children and youth using the power of play!

• Culture premised on our Culture Code (accept everyone, make things happen, display courage,

demonstrate care, and be playful)

• Paid leaves

• Competitive benefits

• Learning opportunities and 5 learning and development (L&D) days per year

1- Purpose:

The P&C Business Partner drives the P&C operational effectiveness in Country Offices, facilitates

organisational development and change and provides a framework for best people’s practice and quality

standards. The P&C Business Partner also supports the organization in developing and implementing

initiatives that encourage diversity, promote equity, and support psychological and physical safety of the

workforce.

2- Accountability & Responsibilities:

Operational delivery (40%)

• Provides advice and influences action on P&C global policies, and in collaboration with local P&C

Specialists advices on local policies and employment law to staff and management based in COs.

• Supports the review and localisation of P&C policies and embeds best practice, ensuring local

needs and culture are reflected.

• Works with CPCO, P&C team, Global Directors of Country Offices and Logistics Manager to

identity and mitigate people related risks in COs and prevent and resolve issues.

• Supports adherence to safety, security and Safeguarding policies and procedures in COs.

Employee Relations and Employee Services (30%)

• Monitors the whistleblowing line and ensures timely action is taken in all complaints received

related to COs.

• Oversees and works with P&C and COs management on the prevention and effective resolution

of employee relations issues and adherence to disciplinary procedures. Responsible for

maintaining confidential records.

• Conducts investigations and liaises with legal firms and/or investigators to resolve ER cases.

• Identifies trends and areas of concerns based on data channels i.e. surveys and exit interviews

and proposes and implements remedial actions.

• Acts as one of the systems administrators of the whistleblowing and the anti-terrorism

platforms

Quality Assurance (20%)

• Drives efficiency and quality assurance of P&C operational practices in COs by conducting

assessments and P&C audits and works with P&C Specialists and Country Directors (CDs) to

enhance the employee experience, ensure consistency, continuous improvement and enhance

People’s capacity in country.

• Supports CDs to ensure compliance and manage P&C risks as per country risk register and

audits’ actions.

• Contributes to the data gathering, analysis and presentation of P&C reports, to enable decision

making Identifies trends, proposes actions for improvement and instigates implementation.

Diversity, Equity Inclusion and Accessibility (10%)

• Embeds DEIA approaches in policies and processes, to create a framework that welcomes and

supports staff regardless of race, ethnicity, gender, age, religion, language, ability, status, and

location

• Works with the GDEIC to communicate DEIA strategy and establish measurable goals to track

progress.

• Sources, develops and manages trainings and other activities, including the LMS system and the

DEIA Week.

• Analyses DEIA data to make recommendations and support implementation of agreed actions.

Perform other duties as assigned

3- Scope (geographical and/or functional), Impact and Autonomy

The role has a primary focus on supporting and advising leaderships and coaching P&C specialists and

managers on P&C operational needs of Country Offices. It also has a global scope in supporting the

advancement of the DEIA agenda with the view of achieving the culture of One Right To Play . Consults

the CPCO on complex, unclear or long term impact matters.

4- Leadership and Staff management

Provides technical leadership and coaching to the P&C Specialists in COs (10 plus colleagues), also acts

as counsel of CDs and senior staff based in COs on P&C policies and strategic shifts impacting staff. Lead

the P&C Global Community of Practice and the Global DEIA Committee (GDEIAC).

5- Information requirement for decision-making

Identifies areas for improvement and implements P&C solutions in COs to ensure a smooth service is

provided. Under the guidance of senior P&C staff, updates and embeds policies, processes and other key

P&C initiatives.

Uses the policy framework, organisational and country strategies to guide priorities. Their action is

informed by trends and issues identified as a result of the analysis of People’s data reports, surveys and

other sources available to mainstream processes and achieve efficiency in the operation. Policy changes

are to be approved by the CPCO.

6- Innovation and Improvements

The incumbent is expected to proactively recommend improvements to policies, procedures and

practices based on international P&C best practices. Working with P&C specialised colleagues

introduces improvements across all areas of P&C including workforce planning, safeguarding and Safety

and Security.

7- Relationships & Communications: Internal / External:

Internally works closely with the P&C global team, CDs, HQ Country Operations and Finance on the

delivery of P&C annual processes and initiatives that drive improvement and effectiveness. Also, works

closely with the GDEIAC to deliver the DEIA activities. Externally the role liaises with legal firms,

investigators and networks.

8- Expertise (Certifications / Education, Professional Experience)

• Master’s degree in human resources management, Business Administration, Org Behaviour or

related field

• Extensive experience of working at HQ or regional level on an international development

organization with representation in low and medium income countries

• Experience in management of HR international operations with thorough knowledge and

understanding of applicable local laws, donor requirements in a number of countries with the

intention of providing similar employee experience across the board

• Experience in delivering HR services through a business partner model

• Experience advising and training P&C professionals, staff and leadership on employee relations

issues and best people management practices

• Proficient in verbal and written English and fluent in French, Arabic or Portuguese is preferred

9- Core Competences

• Collaboration Able to influence and create strong partnerships with staff at all levels to achieve

results

• Growth Mindset Able to introduce continuous process improvements in HR operational areas,

supporting other to develop.

• Resilience Able to work under pressure meeting deadlines and delivering results through others

• Professionalism, Able to exercise discretion, maintain confidentiality and observe an ethical

approach

• Management and Interpersonal Skills Excellent interpersonal skills, and a wide understanding

of human relations; high level of emotional intelligence

10- Additional information

International travel including security high risk countries up to 6 times a year and extended screen time.

Appendix I: Hiring Salary for Each Country

Hiring salary is dependent on the successful candidate’s location. This is a national position and salary

will be paid in the local currency. Please note that this salary will be subject to the usual deductions,

including required taxes.

• Burundi: BIF 2,601,803 per month

• Canada: CAD 90,418 per annum

• Ethiopia: ETB 258,574 per month

• Ghana: GHS 15,156 per month

• Lebanon: USD 3,873 per month

• Mali: XOF 1,244,044 per month

• Pakistan: PKR 448,947 per month

• Palestinian Territories: ILS 17,116 per month

• Rwanda: RWF 2,581,173 per month

• Tanzania: TZS 7,276,275 per month

• Uganda: UGX 9,750,052 per month • United Kingdom: GBP 54,374 per annum