Human resources/ People and culture roles
HR, People and Culture roles
HR and people and culture roles in the NFP sector are not dissimilar from those in other sectors, and thus a transition from an HR role in another sector to a similar role in the NFP sector is not difficult with appropriate experience, training and skills. As usual, higher-level roles in larger organisations (especially multilaterals) require much more experience (often 5+ years).
Human resources
Educators equip people with the right knowledge and skills to either take action on a wider issue or movement (e.g. poverty alleviation) or improve their own life circumstances and experiences (e.g. defending their human rights), usually both in-person and in other ways such as through online and print materials.
Sometimes frontline and field positions will have an in-built educator component.
Learning and development
Some HR/ people and culture roles in the NFP sector fall under the remit of learning and development which is the specialisation responsible for helping develop, manage and train internal staff or volunteers and often assisting with external promotion and training with clients and the general public.
Ultimately these types of roles, whether managerial or supportive, are aimed at improving the capacity of an organisation to fulfil its aims.
Skills may include:
- Excellent communication and interpersonal skills, including relationship building

- Administrative writing skills
- Computer and software literacy
- Strong organisational skills and good time management
- Commitment to deliver high-quality services and work as a team player
- Sound analytical skills including the ability to interpret statistical and financial information and resolve problems
- Skills in creating and providing trainings and supporting staff/volunteers
Duties may include:
- For assistants and officers: clerical duties such as posting job announcements, communicating with applicants, maintaining personnel files, and assisting employees

- For managers, specialists and coordinators: advertising and screening for jobs, headhunting for staff, conducting interviews, coordinating on-boarding and off-boarding experience for employees, supporting staff, administrating required checks and documentation
- For learning and development roles: managing the implementation of the learning and development program, creating and delivering training and learning programs, liaising with clients, managing and supporting a team of learning and development officers, promoting and evaluating program(s), keeping training materials up to date, creating engaging content for staff and volunteers
Relevant experience may include:
- For many HR/ people and culture roles: qualification(s) in HR management, ideally at tertiary level, plus HR or recruitment experience (not necessarily in an NFP), generally 2+ years for officers (possibly less for assistants) or 5+ years for managers

- For learning and development and some people and culture roles: relevant tertiary qualifications and/or experience (e.g. in health education and promotion, community capacity building, or workplace training and assessment) and a demonstrated interest in or understanding of an organisation’s focus area
