WHO WE ARE

Fairplay, formerly known as Campaign for a Commercial-Free Childhood (CCFC), is the leading watchdog of the children’s media and marketing industries and the only organization dedicated to ending child-targeted marketing. Fairplay works to enhance children’s wellbeing by eliminating the exploitative and harmful business practices of marketers and Big Tech. Our organization holds companies accountable for their harmful marketing and platform design choices, and advocates for policies that both protect children when they are online and help young people get the offline time they need to thrive. Our work routinely makes headlines around the world, and our advocacy has forced some of the world’s biggest corporations – including Google, Disney, Mattel, Meta, and Amazon – to change their marketing and data collection practices. Fairplay is the home of the Screen Time Action Network, a global coalition of children’s screen time activists and advocates working to reduce excessive technology use harming children, adolescents, and families.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, or a related field. HR certification (e.g., SHRM-CP, PHR) is a plus.
• 3-5 years of HR experience, preferably in the nonprofit sector.
• Strong knowledge of employment laws and regulations.
• Proven experience in recruitment, employee relations, and performance management.
• Excellent communication, interpersonal, and problem-solving skills.
• Ability to work effectively with diverse populations and create an inclusive work environment.
• High level of discretion, professionalism, and confidentiality.

PREFERRED SKILLS:

• Experience in managing HR software and databases (e.g., HRIS systems).
• Nonprofit financial understanding (budgeting for compensation/benefits).
• Knowledge of fundraising or grant-funded work environments.

Recruitment & Onboarding

• Develop, execute and manage strategies for recruiting, hiring, and onboarding staff and volunteers (including Screen Time Action Network volunteers).
• Ensure hiring and recruitment efforts are inclusive and aligned with organizational diversity and inclusion goals.
• Conduct interviews, identify appropriate staff to join hiring committees for interviews and selection process, manage the selection process, and oversee new employee and volunteer orientation.
• Work with Fairplay teams, leadership and supervisors to manage all new hires, including creating hiring SOPs.
• Support hiring committees and supervisors to help them understand the hiring cycle and ensure all steps are completed in a timely manner.
• Ensure all employee materials are up to date and compliant with local, state and federal laws including our employee handbook, HR orientation materials, DEI onboarding materials etc.

Employee Relations & Organizational Culture

• Serve as a point of contact for employees regarding HR-related inquiries, feedback, concerns, and grievances.
• Promote a positive organizational culture aligned with our Guiding Principles, including conflict resolution, mutual accountability and fostering a healthy work environment.
• Develop and implement initiatives that encourage staff engagement and retention- particularly for both hybrid and remote environments.
• Manage employee satisfaction, engagement and retention initiatives through multiple modalities including development and delivery of surveys and report outs.
• Ensure that HR policies are documented and update employee handbook as needed.
• Lead Fairplay’s DEI work, ensuring a diverse, equitable and inclusive work environment.
• Lead committee to plan annual in-person staff retreat.
• Enhance systems that support cross functional communication, coordination and collaboration.

Performance Management

• Lead the performance review process, ensuring feedback is constructive, timely, and aligned with the organization’s goals.
• Support staff development by identifying training and growth opportunities that support entire organization.
• Ensure staff participate in professional development and establish norms for identifying and selecting PD that will benefit staff and organizational growth.
• Assist in goal setting and tracking employee performance.
• Work with leadership and supervisors to support staff development and employee performance.
• Develop and communicate performance-tied / merit-tied promotion, raise, bonus structure; ensure transparency, understanding and compliance among staff and leadership.
• Develop an employee performance program that identifies and rewards high performers, supports employees that are not meeting expectations, and fosters a culture of continuous improvement and performance growth.

Compliance & Legal

• Work with Professional Employer Organization to ensure compliance with all federal, state, and local employment laws, taxes and regulations.
• Maintain accurate employee records and documentation.
• Stay up to date with nonprofit industry standards and HR best practices.
• Assist in the tracking of lobbying activity to ensure Fairplay and staff are compliant with local, state and federal limits and registrations.

Compensation & Benefits

• Serve as the main point of contact with Partner Employer Organization (PEO) to administer employee benefits programs (healthcare, retirement plans, etc.) and ensure employees have the necessary resources to make informed decisions.
• Advocate on behalf of employees to quickly resolve any benefits-related issues.
• Manage payroll, ensuring accurate billing, time keeping, payments for staff, ensuring timely and accurate staff payment.
• Assist with the creation and management of the organization’s compensation structure.
• Research and recommend cost-effective benefits solutions for employees.
• Work with the Executive Director, Operations and others to forecast growth needs and estimate costs at Fairplay aligned with our Strategic Plan.

HR Strategy & Leadership

• Collaborate with senior leadership on HR strategies that align with the organization’s mission, goals, and growth.
• Provide guidance to leadership on HR best practices, organizational culture, and employee development initiatives.
• Serve as an advocate for employees and uphold the values of the organization.