Human Resources Officer (Global Talent Management & Analytics)

Washington, D.C. | Full-time; permanent

Salary range:

US – $76,900 to $81,600

I. Position Summary

Reporting to the Human Resources Director, the HR Officer will support key HR functions that help drive Malala Fund’s values and philosophy through talent management activities that are strategically linked to the organisation’s mission and vision. Under the CHRO’ leadership, the HR Officer will support the HR Director in the organisation’s implementation of the remainder of the Malala Fund’s 5-year strategic plan, establishment of employee feedback mechanisms and the promotion of an organisational culture that values learning, employee development, equity, inclusion and mutual respect. Concurrently, the HR Officer will support Malala Fund remote employee management, supporting the set-up of appropriate framework for contracting staff outside the U.S. and the UK.

Malala Fund is invested in having world-class talent development, training and talent management programs; the HR Officer will support the design and implementation of talent management programs that drive organisational values, increase employee engagement, and accelerate performance to deliver business results, the Officer will lead on Learning and Development, performance management and employee engagement and global mobility.

The HR Officer will also contribute to the day-to-day management of HR administration applying a DEI lens to their work and supporting the HR Director, HR team and the wider Malala Fund team in fostering a culture that is empowering, collaborative, decolonial and anti-racisit, ensuring employee engagement and commitment.

The successful candidate will combine technical skills in Human Resources Management, ideally in an international and/or remote work context, with creativity and enthusiasm for Malala Fund’s mission-focused work. They will be a tactful communicator and an excellent, active and empathic listener who deeply values the ideas and concerns of their colleagues. The HR Officer much demonstrate deep commitment to employee engagement and well-being.

II. Responsibilities

Talent Management

  • Support the development and implementation of talent management programs and processes that grow organisational capability through employee engagement, performance management and employee, manager and leadership learning and development.
  • Work in collaboration with department heads to generate insights from the employee engagement survey to support subsequent actions that drive improved engagement both across the organisation and within the departments.
  • Work collaboratively with other members of the HR team to implement and execute consistent HR administrative procedures, systems and practices to ensure an accurate and efficient HR function in accordance with the values, policies of Malala Fund as well as local law and best-practice.
  • Support the execution of Bi-annual performance and development review, promotion and Pay for performance process for Malala Fund and readying of talent who will deliver our future.
  • Provide advice and local context to the Talent Management regarding key programs including engagement, career development, Inclusion and Diversity and Well-being.
  • Keep abreast of talent management best practices, determine where it would benefit employees and people managers to recommend certain best practices and oversee their adoption
  • As appropriate and with the highest degree of confidentiality, work closely with the Malala Fund’s Safeguarding Team in the implementation and further refinement of Malala Fund’s grievance and anti-bullying and harassment reporting policies.
Setting up and managing Employer on Record (EOR) Services
  • Managing end-to-end set up of Employer on Record Service HR operations, to ensure the timely and accurate provision of complex, in-country employee relations services, while applying employment law within the countries.
  • Acting as a liaison with EOR agency to implement all activities associated with HR services within the countries, including developing and implementing of employment agreements, policies and procedures, payroll, benefits in consultation with the employee, manager and EOR agency.
  • Liaising with the Operations team to make decisions for operational activities and to set strategic goals. Ensuring budget adherence and escalations are managed timely and appropriately.
  • Serve as a solution-focused sounding board for staff seeking HR-related guidance and oversee queries from employees regarding HR issues, providing efficient, credible and caring support services while ensuring the organisation meets all legal requirements and team member experiences equitable and reasonable treatment.
Learning and Development
  • Responsible for all aspects of training administration to ensure effective implementation of Malala Fund Learning and Development strategy.
  • Support the development of training calendar and set up a clear process for approval of training and other development actions.
  • Responsible for the implementation and delivery of employee development programs and talent management processes to all employees.
  • Monitor metrics to measure impact of development activities and other metrics that will measure the effectiveness of functions and roles in the organisation that support decision making.
  • Support the implementation of the Global Educational Assistance Policy, Relocation and Remote Working policies.
  • Act as a role model for a ‘learning organisation’ culture by seeking insight and using problems as opportunities to learn.
HR Analytics
  • Optimising and implementing HRIS data processes and systems. Implementing relevant HR metrics and reports in order to determine the efficiency and impact of the workforce.
  • Analysing data and statistics for trends with regard to recruitment practices, motivation, turnover, and compliance with employment laws.
  • Compiling reports of data results and presenting these to managers.
  • Recommending policies that will improve the culture within the organisation.
HR Infrastructure
  • Manage local vendor relationships and service level agreements in support of talent management programs.
  • Support continual review of existing policies that ensure MF processes and procedures are up to date, legally compliant, relevant and effective.
  • Manage the design and continual review of Malala Fund Organization Chart, and ensure roles are reflected correctly and in a timely manner.
  • Support the roll out of effective HRIS and ensure for management of modules and requirements that support accurate information management.
Organisational Culture
  • Upholds the values of Malala Fund.
  • Actively contributes to making Malala Fund a diverse and equitable workplace through inclusive practice and openness to different perspectives, cultures and ideas.
  • Maintains behaviour and conduct that uphold the highest standards for safeguarding, professionally and personally.
  • Acts as a role model for a ‘learning organisation’ culture by seeking insight and using problems as opportunities to learn.

III. Knowledge, Experience and Behaviours


  • Experience using human resource management systems (HRIS).
  • Excellent research, analytical, and problem-solving skills.
  • The ability to work as part of a team and independently.
  • Experience supporting talent management efforts in a global setting.
  • Past experience supporting the day-to-day human resource functions at a business or charity, ideally in a global work context.
  • Excellent verbal and written communication skills, including presentation skills – able to communicate complex and sensitive information with discretion, tact and diplomacy.
  • A strong commitment to gender equality and racial justice.
  • Knowledge of safeguarding best practice.
  • Strong commitment to Malala Fund’s mission, purpose and values.
  • Strong commitment to gender equality, anti-racism, anti-discrimination, decolonisation and social justice.
  • Strong commitment to professional development and continued learning.
  • Excellent team player with ability to work independently and in collaboration with colleagues at all levels across departments and external stakeholders.
  • Past experience supporting the development and refinement of employee policies, procedures and HR systems.
  • International NGO experience and deep understanding of the complex nature of HR management in a global setting.
  • Extensive lived and/or worked experience in the Global South.
  • Working knowledge of General Data Protection Regulation (GDPR) regulations in the U.K.

IV. About Malala Fund

Registered as a public charity in the U.K. and U.S., Malala Fund is working toward a world where all girls can learn and lead. With more than 130 million girls out of school today, we're breaking down barriers that hold girls back.

Malala Fund advocates for resources and policy changes needed to give all girls a secondary education. The girls we serve have high goals for themselves and we have high expectations for leaders who can help them. We invest in local education leaders and front-line organisations — the people who best understand girls in their communities — in regions where most girls are missing out on secondary school. We give girls the tools they need to advocate for education and equality in their communities and a platform for the world to hear their voices. We believe girls should speak for themselves and tell leaders what they need to learn and achieve their potential.

V. How to Apply

Please submit your resume and cover letter through the application link by 21 March 2023.

Please be aware we are reviewing applications on a rolling basis and reserve the right to close the vacancy should a suitable candidate be identified before the closing date.

Please note that due to the very high number of applications we receive when positions are posted, we are only able to respond directly to candidates with whom we wish to move forward in the interview process.

Malala Fund is an inclusive organisation and welcomes applications from under-represented and intersectional groups including BIPOC, LGBTQ+ and persons with disabilities. We are seeking people from different backgrounds, cultures, age, experience and identities, to provide a wide range of experience, ideas, views and insights into the strategy, policies, culture and ambitions of Malala Fund.

Malala Fund is committed to ensuring the safety of those involved in our work. Our first priority is protecting everyone who comes in direct or indirect contact with our organisation. Malala Fund has a zero-tolerance approach to abuse and exploitation by any of our staff, representatives or partners. We commit to ensuring that those who work with Malala Fund or on our behalf are able to work in an environment that is free from harm. To this end, Malala Fund reserves the right to conduct background checks on prospective and current employees.