People and Culture Manager

About Open Government Partnership (OGP)The Open Government Partnership (OGP) was formed in 2011 by governments and civil society organizations seeking new ways of working together to make societies more transparent, accountable, inclusive, and participatory.OGP has grown over its first decade into a global effort of close to 200 national and local governments, thousands of civil society organizations, and many others. The OGP community is made up of thousands of relentless, creative, and inspiring trailblazers, innovators, and deeply committed reformers striving to make a difference. Position Summary 1-year fixed contractThe People & Culture Manager plays a central role in delivering OGP’s HR services and supporting staff across the organization. Reporting to the Director of People & Culture, this role is responsible for leading day-to-day HR operations, advising managers on employee relations and performance matters, and ensuring that HR programs are implemented consistently and effectively.The Manager works closely with colleagues across departments to ensure recruitment, onboarding, performance management, and employee engagement processes run smoothly, are compliant with employment regulations, and reflect OGP’s values. The role also contributes to organization-wide initiatives such as staff surveys, compensation reviews, and learning and development activities, bringing a practical, solutions-oriented approach to implementation.This is a hands-on, mid-level role well-suited to an HR professional with international experience who enjoys balancing operational responsibilities with opportunities to contribute to broader HR projects in a mission-driven, global organization.Essential Duties & ResponsibilitiesOperations & Compliance - 30%Ensure HR operations run smoothly across all OGP locations, maintaining compliance with relevant employment regulations.Monitor updates to employment legislation in countries where OGP employs staff and flag issues or risks to the Director.Support the annual compensation and benefits review by coordinating data, drafting recommendations, and liaising with external providers.Contribute to the review and refinement of HR policies, ensuring consistent implementation across the organization.Employee Relations & Performance Management, Learning - 30%Advise managers on employee relations matters, supporting them to resolve mid-level HR issues fairly and effectively.Partner with managers to deliver the annual performance management cycle, ensuring systems are set up, timelines are met, and staff receive timely feedback.Support the delivery of learning and development opportunities by coordinating activities and liaising with external providers.Contribute to engagement initiatives such as the Staff Advisory Group and employee surveys, ensuring that staff feedback is captured and action planning is supported.Recruitment, Onboarding & Offboarding - 20%Lead recruitment processes, providing guidance to hiring managers and ensuring a positive candidate experience.Oversee onboarding activities, including contract preparation, system setup, and coordination with managers to integrate new hires.Manage offboarding processes, including exit documentation, benefits termination, and exit interviews, ensuring departing staff have a professional experience.Data, Analytics & HR Projects - 20%Use HR data and analytics to prepare reports that inform decision-making on recruitment, retention, and workforce planning.Maintain accurate HR records in Rippling and ensure data integrity across systems.Contribute to HR projects with organization-wide impact (e.g., compensation reviews, staff surveys, benchmarking exercises), working in close collaboration with the Director.Education and Experience RequirementsBachelor’s degree in Human Resources, Business Administration, or a related field; equivalent professional experience may be considered.Several years of progressive HR experience, including direct involvement in recruitment, employee relations, and performance management.Experience working in a geographically dispersed or international organization.Familiarity with European employment practices; exposure to multiple jurisdictions is a plus but not required.Demonstrated ability to provide practical HR advice to managers and staff, balancing organizational policies with legal and cultural contexts.Professional accreditation in HR (e.g., CIPD, SHRM) is desirable but not essential.Knowledge, Skills & AbilitiesStrong working knowledge of HR principles, practices, and employment regulations, with particular familiarity with European HR contexts.Ability to provide clear, practical HR advice to managers and staff, and to resolve mid-level employee relations issues with fairness and professionalism.Skilled at managing HR processes such as recruitment, onboarding, performance management, and benefits administration.Strong analytical skills, with the ability to use HR data to inform recommendations and prepare reports.Excellent organizational skills and attention to detail, with the ability to balance multiple priorities and deadlines.Strong interpersonal and communication skills, with the ability to build trust and positive working relationships across a diverse and international workforce.Ability to handle sensitive and confidential information with discretion and integrity.Comfortable working independently and collaboratively in a remote, global team environment.Proficiency in Microsoft Office or Google Workspace; experience with HRIS platforms such as Rippling is an advantage.Demonstrates humility, intellectual curiosity, adaptability, and a healthy sense of humor.Physical DemandsThis position involves regular office activities in both remote home working and office environments.Application closing date - 24 November Locations - London or Brussels The pay range for this role is:56,000 - 63,000 GBP per year (London)64,000 - 72,000 EUR per year (Brussels)