Now Hiring: People & Culture and Operations Director

Type of Position: Exempt, Full Time

Location: Remote; candidates should be able to overlap with business hours (9am to 5pm) in the U.S. Eastern Time Zone for a few hours each day.

Reports to: Executive Director

Start Date: August 2024

Compensation: Starting at $110,000*

Women Enabled International (WEI) is now accepting applications for the position of People & Culture and Operations Director. We are seeking an experienced Human Resources (HR) professional to join our growing team at an exciting moment in the organization’s trajectory. Following a period of rapid growth and a recent leadership transition, WEI recently adopted a new strategic plan to guide the organization’s work over the next 5 years.

The newly established role of People & Culture and Operations Director recognizes that ensuring compliance with applicable Human Resources (HR) legislation and governance requirements and providing leadership to ensure essential change management and operational support to the organization in alignment with organizational values will be key components to the successful implementation of our new strategic plan. This leadership position supports the organization’s vision to foster a strong organizational culture aligned with WEI’s strategic priorities and core values. The successful candidate will guide the implementation of DEIJA initiatives to support us as we grow and solidify our team to advance our crucial mission.


As feminists with disabilities and allies, Women Enabled International (WEI) advances human rights and justice at the intersection of gender and disability to challenge exclusionary, unjust systems and support the leadership and center the voices of women, girls, and gender-diverse people with disabilities globally.


The Director of People & Culture and Operations holds responsibility for talent management and effective, efficient, accessible, and inclusive operations of the organization. This position holds responsibility for leading People & Culture strategies, including the development and maintenance of HR policies and procedures pertaining to all aspects of the talent lifecycle from recruitment to offboarding. As a leader of WEI’s operations, the Director makes decisions that help ensure the efficient allocation of support and resources.

The Director of People & Culture and Operations cross-collaborates with the ED, Leadership Team, Board, and other departments with respect to the People & Culture and Operations functions of the organization and ensures the procurement and implementation of operational resources toward high-priority initiatives. The Director of People & Culture and Operations also oversees efforts to source specialized third-party support, such as HR, IT, travel, and event coordination.

Key responsibilities include:

Management and Leadership:

  • Provide cross-functional leadership in the planning, development, and implementation of WEI’s strategic priorities, aligning People & Culture and Operations with the broader organizational goals.
  • Play a key role in overall organizational development and collaborative and inclusive change management, focusing on capacity building and sustainability within WEI.
  • Serve as a champion of WEI’s mission, vision, and values internally to foster a positive and inclusive organizational culture and create a collaborative and impactful work environment.
  • Inspire, energize, coach, and develop a diverse international team with varying perspectives and complementary skills, actively seeking input and fostering recognition of leadership and expertise at all levels.
  • Provide strategic vision to define and advance team objectives, key performance indicators, and timelines for People & Culture and Operations initiatives.
  • Lead strategic HR planning aligned with the organization’s long-term goals and objectives, ensuring consistency with WEI’s mission and vision.
  • Engage the ED, Leadership Team, Board, and internal and external stakeholders through strategic reporting and recommendations across the organization’s People & Culture and Operations functions.
  • Provide direct supervision to People & Culture and Operations direct reports to advance department goals and proactively manage capacity including through regular check-ins, annual and midyear performance reviews, development of personal and professional goals, and support to manage workloads, problem-solve, prioritize, and grow and advance in their careers.
  • Lead with transparency and accountability by engaging with staff to keep them informed about key developments, organizational achievements, and changes in strategy or priorities to create a sense of alignment and purpose amongst the team.
  • Develop and implement a comprehensive Diversity, Equity, Inclusion, Justice, and Accessibility (DEIJA) strategy, setting measurable goals and tracking progress to ensure a diverse and inclusive work environment.
  • Provide oversight and guidance in the development and maintenance of relevant policies, procedures, systems, and accessible technology to support operational effectiveness and staffing sustainability.
  • Oversee the budget for WEI’s People & Culture and Operations activities, ensuring resources are efficiently utilized to achieve objectives aligned with WEI’s strategic priorities.
People & Culture:
  • Serve as a strategic advisor to the Executive Director and Leadership Team on all People & Culture matters, ensuring alignment with WEI’s mission and strategic objectives.
  • Lead the revisions, design, and implementation of HR policies and processes with a lens of diversity, equity, inclusivity, and accessibility. Ensure legal compliance with labor laws and regulations across all global regions, particularly those related to disability and the rights of women, girls, and gender-diverse people, to support a remote international workforce. Incorporate reasonable accommodations, ethical considerations, data privacy including the confidentiality of sensitive employee information, and the management of conflict resolution, mediation, and documentation processes. Engage with specialized third-party support as necessary.
  • Specifically, integrate international considerations into HR policies and processes to promote greater equity across the organization while maintaining regulatory compliance in diverse employment landscapes. Evaluate and engage with third-party international hiring agencies and specialized support as needed.
  • Lead the development and implementation of comprehensive benefits and compensation strategies, ensuring greater equity across global regions and alignment to industry benchmarks. Engage with specialized third-party support as necessary.
  • Maintain current knowledge of good practices and relevant legislation and regulations to ensure the effective delivery of HR functions and inform continuous improvement.
  • Leverage accessible technology to enhance HR functions and efficiency, including implementing or upgrading HR Information Systems to streamline processes.
  • Oversee the development of a diverse and highly specialized workforce. Lead People & Culture staff in the implementation of key HR processes across the employee lifecycle, including talent attraction and retention, recruitment, onboarding and offboarding, training and orientation, employee relations, feedback mechanisms, conflict management, performance management, and professional development.
  • Provide leadership in developing and maintaining strategies for staff well-being, including the development of resources and policies for health, safety, emergency response, travel protocols, and reasonable accommodations.
  • Build on WEI’s strategy to foster a positive and inclusive organizational culture that aligns with WEI’s values, including transparency, radical rest, team building, power sharing, and DEIJA initiatives.
  • Develop and execute ways to enhance employee engagement and workplace satisfaction by promoting opportunities for leadership, learning, and career road map development.
  • Lead the implementation of initiatives to strengthen the organizational culture, guided by WEI’s values, including overarching supervision of the annual staff retreat, key internal meeting design such as town halls and staff meetings, and comprehensive staff learning and development initiatives.
  • Engage and empower cross-functional teams in collaborative and inclusive change management, evaluating training needs and providing guidance on People & Culture initiatives. Manage staff in the delivery of advanced training and development programs for staff, focusing on enabling team members within all parts of the organization to grow in their leadership.
  • Provide strategic direction for the organization’s overall operations, ensuring alignment with WEI’s values and strategic priorities.
  • Develop and implement operational strategies that optimize resource allocation and enhance processes to ensure effective, efficient, and sustainable administrative and operational functions.
  • Lead the Operations staff in advancing WEI’s strategic priorities. Provide oversight, guidance, and empowerment to the Operations staff with respect to technology infrastructure, administrative functions, vendor management, logistics, and event coordination.
  • Lead Operations staff to identify and address operational opportunities and challenges. Ensure the implementation of strategies and processes to enhance efficiency and operational resilience, align activities with organizational goals, and foster a culture of teamwork and shared objectives.
  • Collaborate with Operations staff and the Leadership Team, leveraging specialized third-party IT support, to identify and address opportunities and risks in WEI’s technology infrastructure, including IT systems, data management, and communications tools. Ensure the development and implementation of policies and processes to ensure best practices in technology governance, such as accessibility, cybersecurity, IT system standardization, and data security.
  • Maintain current knowledge of technology tools to enhance operational efficiency and accessibility; work closely with specialized third-party IT support to ensure the effective management of permissions, privacy protection, and the smooth adoption of secure and consistent technology practices across the organization.
  • Oversee Operations staff in the coordination of operational relationships with vendors and service providers that support the organization’s operations, such as technology vendors, accessibility providers, and partners, including negotiation, approvals, contract management, and performance evaluation.
  • Provide Operations staff oversight of the payment process for vendors, service providers, partners and reimbursements, including coordinating with the Finance department and department supervisors to ensure prompt approvals, remittances, resolution of issues, and accurate payment tracking.
  • Oversee and ensure Operations staff in the success of travel and event planning, and the collaboration of internal teams to facilitate seamless execution. This includes the provision of accessibility, efficiency, and adherence to organizational standards and budget constraints.
  • Build remote work, accessibility, and travel considerations into operational plans and initiatives to support a geographically dispersed workforce.


  • Expertise with compliance requirements and regulations related to non-profit operations, such as employment regulations, and disability-related laws. Familiarity with U.S. and global employment law and resources.
  • Experience with core People & Culture management and functions such as setting compensation, recruitment, onboarding and offboarding, training and orientation, performance management, employee relations, conflict management, feedback mechanisms, professional development, and HR compliance in the international non-profit sector.
  • Analytical skills to interpret HR data, identify trends, and make informed decisions regarding HR policies and initiatives.
  • Experience with policy and process development in a remote, international, and/or non-profit environment.
  • Experience managing operational projects, from planning and execution, to monitoring and evaluation with a focus on delivering results within scope, time, and budget.
  • Experience with managing a remote workforce incorporating cultural sensitivity and experience working in a diverse and inclusive international environment.
  • Strong interpersonal and communication skills to be able to form trusted relationships and translate team needs into technical and operational requirements.
  • Excellent writing and editing skills, especially with contracts and policies, and attention to detail.
  • High technology fluency, including Microsoft applications, Airtable, Dropbox, etc., and relevant HR technologies and platforms as well as accessibility settings and resources.
  • Knowledge of or experience in Information Technology (IT), systems management, database development, cybersecurity, data protection, mapping, and strategy.
  • A deep commitment to the mission to advance human rights and justice at the intersection of gender and disability and center the voices of women, girls, and gender-diverse people with disabilities is fundamental for this role.


  • Candidates should have a Bachelor’s degree in Human Resources (HR), Operations Management, Nonprofit Management, or a related field—or the equivalent in work experience. A master’s degree in a relevant field is a plus.
  • Candidates should have at least 5-7 years of professional experience in HR and Operations.
  • Ideal candidates will have at least 3-5 years of management experience.

* Annual salary is dependent on experience and reflective of a position based in our headquarters of Washington, D.C. Salary may be subjected to a locality adjustment depending on work location.


Interested candidates are requested to submit their resume, cover letter, and 3 references through the following application portal: We will accept applications through July 7th, 2024.

Only shortlisted candidates will be contacted.

Women Enabled International is proud to be an Equal Employment Opportunity employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, gender identity, age, veteran status, disability status, or any other applicable characteristics protected by law. Whatever your identity, we encourage you to apply. WEI is committed to working with individuals with disabilities and will provide reasonable accommodations to perform the essential functions of this position due to a disability or medical condition.