Senior HR Manager (Senior HR Business Partner)

What You'll Bring:

• Significant experience (10+ years) in a senior HR generalist or HR Business Partner role, including substantial experience operating within an international NGO or development sector context.
  
• Proven track record managing employee relations casework end-to-end, with sound judgement on proportionality and risk.
  
• Experience serving as a Designated Safeguarding Lead or in a similarly senior role, including case management, training delivery, and policy development.
  
• Strong coaching and mentoring skills, with experience supporting managers and staff across a dispersed, multicultural, and remote workforce.
  
• Working knowledge of employment law and HR practice across multiple jurisdictions, and experience partnering with external legal advisers as needed.
  
• Experience partnering with senior leadership (e.g., COO or equivalent) on organisational change, workforce planning, and people strategy.
  
• A calm, kind, and steady approach to sensitive or high-pressure situations, balanced with rigour and sound professional judgement.
  
• Excellent written and verbal communication skills, with the ability to operate independently and confidently across time zones and cultures.
  

Key Responsibilities:

Employee Relations

• Manage ER casework end-to-end - from day-to-day people issues and performance conversations to more formal processes - keeping documentation, templates, and case records accurate and current throughout.
  
• Provide clear, confident guidance to line managers, helping ensure outcomes are proportionate, policy-aligned, and well-documented.
  
• Handle sensitive cases with discretion and trust.
  
• Spot recurring themes in ER cases and share insights with the COO to help inform proactive, organisation-wide improvements.
  

Coaching, Mentoring & People Development

• Be a go-to coaching resource for line managers, helping them work through everyday people challenges, build their management skills, and feel more confident navigating HR matters - while supporting a wider coaching culture of better feedback conversations across the organisation.
  
• Provide mentoring to staff across levels, with particular focus on those in remote contexts where structured development is harder to access.
  
• Design or commission manager development programmes and people-skills learning tailored to PxD's dispersed, multicultural workforce.
  
• Identify talent and development needs across the organisation and, working with the COO, shape pathways that help people grow and stay.
  

Safeguarding

• Own PxD's safeguarding agenda - not just maintaining a framework, but actively developing it to reflect the complexity of PxD's operating contexts and the seriousness of our duty of care.
  
• Keep safeguarding policy, procedures, and escalation pathways current, coherent, and aligned with funder requirements and sector best practice.
  
• Serve as Designated Safeguarding Lead: first point of contact for concerns and disclosures, managing cases rigorously through triage, investigation, and appropriate referral - properly documented, closed appropriately, and escalated to leadership or relevant external bodies when required.
  
• Develop and deliver safeguarding training for all staff, adapted to role, geography, and risk context.
  
• Embed safeguarding into how PxD works with partners and delivers programmes - from due diligence and sub-grant conditions to risk mitigation in programme design and field delivery, working closely with the Programmes team.
  
• Report to the COO and contribute to funder or regulator reporting as required, proactively flagging gaps and evolving risks; lead PxD's PSEAH (Protection from Sexual Exploitation, Abuse and Harassment) agenda, ensuring policy, reporting mechanisms, and staff awareness cover both programme participants and the workforce.
  

Organisational Development & HR Leadership

• Partner with the COO on organisational change - including workforce planning and role design - bringing HR rigour and people judgment to decisions that affect the wider team.
  
• Translate PxD's strategic direction into practical HR priorities, contributing to the organisation's overall people strategy.
  
• Support people surveys and culture reviews as part of PxD's broader effort to be a well-run, inclusive organisation.
  
• Provide HR guidance across PxD's operating countries, navigating differences in local employment law and practice, and drawing on external legal advisers as needed to support sound decision-making.
  
• Partner closely with PxD's legal team on matters where HR and legal considerations intersect - including contracts, employment changes, and regulatory requirements across jurisdictions