Position

Global Energy Monitor is seeking a Human Resources Specialist (Training & Development) who will support multiple critical functions essential to GEM’s day-to-day work. Reporting to GEM’s Human Resources Manager, the Human Resources Specialist will primarily be responsible for designing and implementing training programs to help our staff develop the skills they need to excel in their roles. The Human Resources Specialist will also provide support around employee engagement and new employee onboarding in addition to providing general administrative support for all HR functions.

The Challenge

According to the Intergovernmental Panel of Climate Change (IPCC), we have less than a decade to make massive and unprecedented changes in the global economy to avoid the worst impacts of climate change. To meet that challenge, Global Energy Monitor is creating trackers and other tools to provide detailed information on energy facilities, sponsors, and financing.

About Global Energy Monitor

Global Energy Monitor (GEM) is a network of researchers developing information for the worldwide climate and clean energy movement. Since the organization’s founding in 2007, GEM’s research has become an essential tool for activists, journalists, policymakers, and scientists. GEM’s data and reports are used and cited by organizations ranging from Greenpeace to The Wall Street Journal. GEM’s information is used by Bloomberg Terminals, the International Energy Agency, the IPCC, Climate Analytics, Carbon Tracker Initiative, and hundreds of others.

Note: GEM does not have a central office; instead, GEM works with employees to create suitable home offices catered to the needs of their role. Remote staff need not be based in the United States.

Position Summary and Duties

Training & Development

• Develop and implement comprehensive training programs for all staff, including onboarding, job-specific training, and professional development opportunities.
• Assess training needs across the organization and recommend appropriate learning interventions to promote greater organizational wellness and effectiveness.
• Consult and collaborate with departments to address identified topics of interest and recommend, develop, and deliver appropriate learning solutions.
• Create and maintain original training materials (manuals, presentations, and videos) customized to meet the organization's specific needs. Training topics may include but are not limited to: Harassment, DEI, supervision, researcher career paths and development, and employee wellness.
• Market training programs to enhance employee awareness and participation.
• Conduct training sessions in a variety of virtual formats.
• Evaluate the effectiveness of training programs and make adjustments as needed.
• Process professional development requests.
• Provide support for managers and employees with questions about individual professional development plans and career development.
• Work with supervisors to coordinate and assist with job-specific training.
• Work with the Retreat Planning Team to plan and coordinate programming for GEM’s in-person all-staff retreats.
• Collaborate with other HR staff to create external presentations for outreach and recruitment.

Employee Engagement

• Coordinate with the Communications Team on GEM’s monthly all-staff newsletter.
• Work with the Communications Team on updating and maintaining team handouts, guides, and other materials utilizing GEM’s style guide.
• Advise Culture Committee, GEM’s employee-led group that plans social and educational programming for all staff.

Onboarding & New Employee Orientation Support

• Provide pre-employment support for new employees to help them prepare for their first day.
• Facilitate new employee orientation sessions and train employees on internal tools and platforms (HRIS, benefits portals, Google platform, etc).
• Collaborate with HR and other teams on updating and maintaining new employee orientation materials and training guides.

General HR Support

• Support routine HR tasks required to administer and execute HR functions, including but not limited to record management, compensation administration, benefits administration, employee engagement and morale, and employee recognition.
• Support the Admin Team in consistently administering HR policies and practices within the organization and assist employees in resolving record, benefit, or policy-related issues.
• Work closely with external partners relevant to job tasks (may include global PEOs, consultants, vendors, etc).
• Ensure compliance with federal, state, and international employment laws and regulations, as well as organizational policies.
• Assist with annual HR audit.
• Additional duties may be required on an as-needed basis.

Education & Experience

Applicants who tailor their resume and cover letter to these requirements will be prioritized.

The following experience and skills are required for this position:

• Bachelor’s degree and 2+ years of relevant experience in training and/or organizational development.

The following experience and skills are desired for this position:

• PHR or SPHR certification.
• A high degree of service orientation.
• Excellent organizational skills, initiative, and attention to detail.
• Experience with the following tools desired: Zoom, Google video collaboration and presentation tools, and Canva.
• Strong knowledge of training program design and implementation.
• Experience with a variety of training delivery methods, including: asynchronous, in-person, virtual - live & recorded.
• Excellent written and verbal communication skills
• Ability to self-direct and prioritize among different tasks in a remote work environment.
• Capacity to apply discretion and maintain a high level of confidentiality when handling sensitive information.

Pay and Benefits

This is a full-time, 40-hour-per-week, work-from-home position. The pay rate is $37.58 per hour for locations in the United States. Salary and benefits differ for those based outside of the US and may be discussed on an individual basis.

Benefits include (US Based Employees):

• 100% paid health, vision, dental insurance for employee & contribution towards dependent coverage
• Long-term disability and worker’s compensation insurance
• 403(b) retirement savings plan with 5% employer match
• 4 weeks paid vacation, plus 18 holidays, 10 sick leave days, and other leave
• Remote work stipend
• Home office set up & ergonomics reimbursement
• Paid 12-week sabbatical leave after five years
• Paid parental leave

Application Requirements

Applications will be considered on a rolling basis, and this listing will remain open until filled. Applicants must provide a resume and cover letter.

If you have any questions regarding the application process, please contact Human Resources at hr@globalenergymonitor.org.

Hiring Practices

Equal Employment: Global Energy Monitor is an Equal Opportunity Employer. All employment determinations at GEM are based exclusively on the needs of the organization, specific job requirements, and a candidate’s individual qualifications. These determinations are made without regard to race, ethnicity, nationality, religion or belief, age, physical, mental, and/or sensory disability, sex, orientation, gender identity and/or expression, marital status, medical history, or military service. GEM is committed to providing employees with a work environment free of discrimination and harassment.

Accommodations: We are committed to providing equal employment opportunities to qualified individuals with disabilities. This includes providing reasonable accommodation where appropriate. Should you require a reasonable accommodation to apply or participate in the job application or interview process, please contact liz.mason@globalenergymonitor.org

Demographic Information/Data: On the next page is a set of voluntary demographic questions. We consider the responses to these questions as "sensitive" information. We will treat any personal information provided in response to these questions as "sensitive" under applicable law in accordance with that applicable law. If you choose to fill them out, the responses will be used (in aggregate only) to help us identify areas for improvement in our process. Your responses, or your choice to not respond, will not be associated with your specific application and will not in any way be used in the hiring decision.

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