Director, Human Rights

Note: APA operates on a 37.5-hour work week with one hour lunch breaks each day. APA sets salaries based on several considerations, including years of relevant experience, level of education, and previous staff and/or governance experience at APA.

DESCRIPTION:

The purpose of this job is to carry out the mission of the American Psychological Association - to promote the advancement, communication, and application of psychological science and knowledge to benefit society and improve lives by building coalitions to advance psychology in the public interest with a particular focus on the human rights of marginalized and vulnerable populations.

The Director, Human Rights develops strategic relationships and coalitions with internal and external stakeholders, engages with human rights mechanisms, serves as a content expert, and advises on issues of critical importance involving marginalized and vulnerable populations.

EDUCATION AND EXPERIENCE REQUIRED:

• A minimum master's degree in social science, public health, conflict resolution, human rights, or related discipline is required.
• Minimum of 10 years' experience of increasing responsibility related to program development, planning and execution, including project management, strategic planning, and human rights.
• Strategic thinking and analytical mindset that reflect the ability to synthesize variable and complex concepts to drive action and results.
• Capacity to thrive in a dynamic and changing environment and to operate effectively amid ambiguity.
• Capacity to oversee multiple projects and initiatives simultaneously.
• Demonstrated expertise in working in the field of human rights and preparing products for, and presenting to, diverse and interdisciplinary audiences. Excellent interpersonal, communication, written, verbal, and public speaking skills.
• Demonstrated ability to communicate, coordinate, negotiate, and build effective collaborations with a diversity of people in terms of their culture/ethnicity, social class, perspectives, professional role, and level of professional responsibility.
• Results-driven, with experience applying and assessing metrics as well as outcome accountability.
• A highly collaborative approach with an ability to engage in shared decision-making and the capacity to form and maintain effective teams.
• Commitment to EDI and human rights principles in all aspects of work from design to implementation.
• Sound professional judgment and ability to work effectively under pressure, meet deadlines, attend to details, and ensure effectiveness of effort.
• Excellent communication skills, with the ability to promote and advance human rights across multiple diversity dimensions.
• Advanced knowledge of human rights principles and/or engagement with human rights mechanisms strongly preferred.

COMPUTER SKILLS:

Microsoft (Advanced User) with proficiency in Microsoft Suite. Experience with virtual meeting technology preferred (e.g., Zoom).

RESPONSIBILITIES:

• Implement operations, processes, and strategies with internal and external stakeholders designed to promote and advance human rights. The integration of EDI and human rights principles is foundational in this work.
• Utilize operational processes and human rights mechanisms to support leadership in the advancement of human rights with a focus on marginalized and vulnerable populations.
• Support the Senior Director, Human Rights Team in maintaining coalitions, advancing human rights, and providing support to issues identified as critical by the association; including those issues concerning marginalized and vulnerable populations.
• With the support of the Senior Director, Human Rights Team manage and coordinate responses to concerns raised by stakeholders advocating for marginalized identity groups.
• Lead the development of solutions and operations for building coalitions with internal and external stakeholders to advance and promote human rights:
  • Work across APA to collaborate with directorates and offices on projects and initiatives designed to advance human rights issues related to marginalized and vulnerable populations. May include coordination and support of projects initiated by other APA directorates and offices.
  • Design and build coalitions with external groups that share APA's strategic human rights priorities.
  • Develop and implement plans, including milestones, timelines, resources, budgets and metrics for projects initiated in order to promote and advance human rights.
  • Conduct research and offer solutions to stakeholders involved in promoting or advancing human rights issues that impact marginalized and vulnerable populations.
• Implement ongoing evaluation procedures to ensure continuous improvement for all human rights functions.
• Ensure that all operations and processes within the area of human rights are efficient, effective, adaptable, and measurable.
• Maintain collaborative relationships across APA and with key stakeholders to build coalitions to ensure the promotion and advancement of a human rights-based approach.
• Prepare annual budget requests and recommendations for the Senior Director, Human Rights Team. Be responsible for budget and administration, ensuring resource utilization and controlled spending within approved budgets.
• Coordinate with APA offices and directorates in efforts to build organizational capacity to support the advancement and promotion of human rights:
  • Ensure that all operations, processes, and procedures consistently align with human rights-based approaches.
  • Engage in collaborative discussions and maintain coalitions in alignment with strategic human rights priorities.
  • Engage with human rights mechanisms to leverage psychological science to benefit the greater realization of human rights.
• Other Duties as Assigned:
  Engage in other activities, as assigned by the Senior Director, Human Rights Team that serve to promote the goals and objectives of APA and the interests of APA staff, members, and governance.
  Some travel may be required.

About APA:

The American Psychological Association (APA) represents 146,000+ psychologists, students, and affiliates, primarily in the U.S. and Canada but also in other countries around the world. APA is a scientific and professional organization with about 500 employees and is categorized as a 501(c)(3) along with its 501(c)(6) companion organization, APA Services, Inc.

Job Location: Remote: APA jobs may be considered for remote work eligibility as defined in APA's Flexible Work Policy and are subject to approval. Remote work employees may not work from the following states or U.S. territories: Alaska, California, Colorado, Guam, Hawaii, Iowa, Louisiana, Montana, Nebraska, New York, North Dakota, Ohio, Puerto Rico, Rhode Island, U.S. Virgin Islands, Washington, Wyoming.

Application Instructions:

Qualified candidates must apply online through APA's applicant system and attach a resume and cover letter specifying your salary expectations. Applications that are submitted without both documents are considered incomplete and will not be reviewed for consideration. Once your application is submitted, you will receive a confirmation email. Please make sure to check your Spam folder if you do not receive an email from us.

The American Psychological Association is an Equal Employment Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, national origin, disability, protected Veteran status, sexual orientation, gender identity, or any other protected categories covered under local law.

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)