About the role

Job title Interim Policy and Projects Lead (12-month FTC)

Reports to Director of Strategic Learning, Insight and Influence

Salary £37,000 per annum

Hours Full-time post, 35 hours per week

Location Hybrid (40% of time in our central London offices)

Introduction

Paul Hamlyn Foundation was established by Paul Hamlyn in 1987. Upon his death in 2001, he left most of his estate to the Foundation, creating one of the largest grant-making foundations in the UK.

We use our resources to support social change, working towards a just and equitable society in which everyone, especially young people, can realise their full potential and enjoy fulfilling and creative lives.

Our vision is for a just society in which everyone, especially young people, can realise their full potential and enjoy fulfilling and creative lives.

Our mission is to be an effective and independent funder, using all our resources to create opportunities and support social change. We partner with inspiring organisations and individuals to put them at the heart of leading change and designing solutions to overcome inequality.

We are committed to being an anti-racist organisation. This commitment drives how we work, who we work with and how we make decisions. You can read more about our commitment to Diversity, Equity, and Inclusion (DEI) here.

We have five funding priorities where we wish to see change for our work in the UK:

• Investing in young people

• Migration

• Arts

• Arts Education

• Nurturing ideas and people

Our values are important to us and we work to and carry them through all our activity.

Overview

Paul Hamlyn Foundation supports individuals and organisations to build a just society where everyone can realise their potential, especially young people. This is an exciting role at the heart of the Strategic Learning Insight and Influence team, helping to bring intelligence to the Foundation and make partnerships.

We are looking for an individual with experience of influencing policy, generating research and/or analysis, and a working knowledge of civil society and/or the independent funding landscape. This is a fixed term position for 12 months. For the right candidate the post could be offered part-time and/or on a secondment basis.

Purpose of the Role

This interim role strengthens the Foundation’s influencing work by providing high quality policy insight, strategic support, and external engagement. Working within the Strategic Learning, Insight and Influence (SLII) team, the post holder will help ensure the Foundation is well informed about the policy landscape affecting our mission and priority areas: young people, migration, education and social justice.

The role is highly outward facing, supports cross Foundation collaboration, and plays an important part in advancing our commitment to Justice, Equity, Diversity and Inclusion (JEDI).

Who will I report to?

You will report to the Director of Strategic Learning, Insight and Influence

Who will I line manage?

None.

What other key internal relationships will I have?

You will work closely with colleagues in the Strategic Learning, Insight and Influence team, the Grants Team, the Director of Grants and the Chief Executive.

What level of budget responsibility will I have?

Not applicable.

Main Responsibilities

Values

• Alignment with the values and aims of the Paul Hamlyn Foundation, and in particular its commitment to social justice and equality, to tackling disadvantage, fighting prejudice, supporting youth voice and participation.

Influencing and external insight

• Undertake horizon scanning to identify key trends, risks and opportunities relevant to the Foundation’s strategic priorities.

• Provide policy intelligence, analysis and briefings for the Senior Leadership Team, Trustees and colleagues.

• Support the design and delivery of the Foundation’s influencing and advocacy work, including convening stakeholders, preparing materials, and coordinating joint planning, research or advocacy with external partners.

• Maintain systems for tracking influencing activity and monitoring external developments.

Strategic communications and planning

• Contribute to strategic communications and planning in collaboration with the Communications team and SLT.

• Develop clear messages and evidence-based narratives that strengthen the Foundation’s external profile.

Research, evidence and consultation responses

• Conduct desk research and synthesise internal and external evidence to inform decisions.

• Draft policy responses to public or government consultations aligned with the Foundation’s strategy.

Cross foundation collaboration

• Support cross team learning by designing and delivering learning activities and events.

• Work collaboratively across SLII and the Grants Team to share insight and strengthen organisational effectiveness.

Grant relationships

• Manage a small number of existing grant relationships and take forward a limited number of new grants, receiving training on relevant systems as required.

Partnerships and external relationships

• Build and maintain relationships with key partners, including participation in coalitions and sector networks aligned with PHF’s strategy.

• Contribute to internal and external projects where policy expertise is required.

Person Specification

We recognise that this person specification is extensive, and you may feel you do not meet all the criteria. We are open to adjusting the role and how it is delivered to enable those from a broad range of backgrounds and lived experiences to apply.

If you are interested, please apply even if you do not meet all criteria. Please note we are unable to offer VISA sponsorship.

Skills, knowledge, and experience

• Experience working in a national or regional policy and/or advocacy environment.

• Proven ability to prepare high quality policy briefings and analysis for senior stakeholders.

• Understanding of corporate communications and how to tailor messages for different audiences.

• Strong analytical, research and writing skills.

Behaviours and ways of working

• Effective relationship builder with the ability to work collaboratively.

• Ability to communicate complex issues clearly and succinctly.

• Commitment to the Foundation’s values and to embedding justice, equity, diversity and inclusion principles in all work.

Desirable

• Experience in convening or supporting cross organisational collaborations

• Experience managing grant relationships

Location:

• Preferred: London, UK; Addis Ababa, Ethiopia; Accra, Ghana; or Kampala, Uganda;
• or any other Right To Play based location (Bujumbura, Burundi; Toronto, Canada; Beirut, Lebanon; Bamako,Mali; Islamabad, Pakistan; Ramallah, Palestinian Territories; Kigali, Rwanda; or Dar es Salaam, Tanzania)

(Only candidates who are eligible to work legally without work visa sponsorship in the country will be considered.)

Contract Type: Full-time (40 hours per week), long-term engagement

Hiring Salary: This is a national position. Please refer to Appendix I for the hiring salary for each country.

Target Start Date: As soon as possible

Application Closing Date: May 17, 2026 23:59 EDT This job advert is for an existing vacancy.

About Right To Play:

For more than 25 years, Right To Play has been protecting, educating, and empowering millions of children each year to rise above adversity through the power of play.

We offer programs in 14 countries across Africa, Asia, the Middle East and North America, reaching millions of children each year in some of the most difficult places on earth, helping them to stay in school and learn, overcomeprejudice, heal from trauma, and develop the skills they need to thrive. We do this by harnessing play, one of the most fundamental forces in a child’s life, to teach children the critical skills they need to dismantle barriers and embrace opportunities, in learning and in life.

This work is supported by our two global offices in Toronto, Canada and London, UK; and seven National Offices in North America and Europe.

Benefits Highlights:

• Connect and collaborate with a global team who are passionate about protecting, educating and empowering children and youth using the power of play!

·   Culture premised on our Culture Code (accept everyone, make things happen, display courage, demonstrate care, and be playful)

• Paid leaves
• Competitive benefits
• Learning opportunities and 5 learning and development (L&D) days per year

• More information on what we offer is available on our website.

Application Method:

Apply with your resume and cover letter in English via the application link: https://righttoplay.hiringplatform.ca/237927-people-and-culture-business-partner/1077399- application-form/en

Right To Play provides equal employment opportunities to employees regardless of their gender, race, religion, age, disability, sexual orientation or marital status. We strongly encourage groups who have been historically disadvantaged with respect to employment to apply for positions at Right To Play.

As part of our selection process, final candidates will be required to complete security checks and Vulnerable Sector Check or equivalent criminal record check as a condition of the offer. More details about our recruitment process are available here. Safeguarding information is available here.

As part of our recruitment and selection process, Right To Play uses Artificial Intelligence (AI) – assisted tools to support the assessment of candidates or applications. This may include but not limited to generating and editing of job adverts, assessment and interview questions, scheduling, translation, transcription, note taking, etc. Our Applicant Tracking System (ATS), VidCruiter, also use AI-powered ChatBot to answer candidates’ enquiries. These tools are used only to assist human reviewers in evaluation and do not make selection or screening decisions. All hiring decisions are made by human reviewers. All AI-assisted processes comply with applicable privacy and data protection regulations, including GDPR and PIPEDA. For more information, please refer to RTP AI Policy and ourBest Practice: Use of AI in Recruitment.

We value and promote a culture of diversity, equity, inclusion, and belonging. We are committed to providing accommodations to candidates with disabilities during the recruitment and selection process, and thereafter. Pleasereach out to the People & Culture team by email at careers@righttoplay.com. All information provided will be treated as confidential and used only to provide an accessible candidate experience.

Job Description:

Job Title: P&C Business Partner	Grade: 8
Reports to: Chief People & Culture Officer (CPCO)	Location UK, Ethiopia, Ghana, Uganda preferredor any other RTP based country
Direct Reports: N/A	Department: People & Culture

1-     Purpose:

The P&C Business Partner drives the P&C operational effectiveness in Country Offices, facilitates

organisational development and change and provides a framework for best people’s practice and quality standards. The P&C Business Partner also supports the organization in developing and implementing initiatives that encourage diversity,promote equity, and support psychological and physical safety of the workforce.

2-     Accountability & Responsibilities: Operational delivery (40%)

• Provides advice and influences action on P&C global policies, and in collaboration with local P&C Specialistsadvices on local policies and employment law to staff and management based in COs.
• Supports the review and localisation of P&C policies and embeds best practice, ensuring local needs and culture are reflected.
• Works with CPCO, P&C team, Global Directors of Country Offices and Logistics Manager to identity and mitigate people related risks in COs and prevent and resolve issues.
• Supports adherence to safety, security and Safeguarding policies and procedures in COs.

Employee Relations and Employee Services (30%)

• Monitors the whistleblowing line and ensures timely action is taken in all complaints received related to COs.
• Oversees and works with P&C and COs management on the prevention and effective resolution of employee relations issues and adherence to disciplinary procedures. Responsible for maintaining confidential records.
• Conducts investigations and liaises with legal firms and/or investigators to resolve ER cases.
• Identifies trends and areas of concerns based on data channels i.e. surveys and exit interviews and proposes and implements remedial actions.
• Acts as one of the systems administrators of the whistleblowing and the anti-terrorism platforms

Quality Assurance (20%)

• Drives efficiency and quality assurance of P&C operational practices in COs by conducting assessments and P&C audits and works with P&C Specialists and Country Directors (CDs) to enhance the employeeexperience, ensure consistency, continuous improvement and enhance People’s capacity in country.
• Supports CDs to ensure compliance and manage P&C risks as per country risk register and

audits’ actions.

• Contributes to the data gathering, analysis and presentation of P&C reports, to enable decision making Identifies trends, proposes actions for improvement and instigates implementation.

Diversity, Equity Inclusion and Accessibility (10%)

• Embeds DEIA approaches in policies and processes, to create a framework that welcomes and supports staff regardless of race, ethnicity, gender, age, religion, language, ability, status, and location.

• Works with the GDEIC to communicate DEIA strategy and establish measurable goals to track progress.
• Sources, develops and manages trainings and other activities, including the LMS system and the DEIA Week.
• Analyses DEIA data to make recommendations and support implementation of agreed actions.

Perform other duties as assigned

3-     Scope (geographical and/or functional), Impact and Autonomy

The role has a primary focus on supporting and advising leaderships and coaching P&C specialists and managers on P&C operational needs of Country Offices. It also has a global scope in supporting the advancement of the DEIAagenda with the view of achieving the culture of One Right To Play . Consults the CPCO on complex, unclear or long term impact matters.

4-     Leadership and Staff management

Provides technical leadership and coaching to the P&C Specialists in COs (10 plus colleagues), also acts as counselof CDs and senior staff based in COs on P&C policies and strategic shifts impacting staff. Lead the P&C Global Community of Practice and the Global DEIA Committee (GDEIAC).

5-      Information requirement for decision-making

Identifies areas for improvement and implements P&C solutions in COs to ensure a smooth service is provided. Underthe guidance of senior P&C staff, updates and embeds policies, processes and other key P&C initiatives.

Uses the policy framework, organisational and country strategies to guide priorities. Their action is

informed by trends and issues identified as a result of the analysis of People’s data reports, surveys and othersources available to mainstream processes and achieve efficiency in the operation. Policy changes are to be approved by the CPCO.

6-     Innovation and Improvements

The incumbent is expected to proactively recommend improvements to policies, procedures and practices based on international P&C best practices. Working with P&C specialised colleagues introduces improvements across allareas of P&C including workforce planning, safeguarding and Safety and Security.

7-     Relationships & Communications: Internal / External:

Internally works closely with the P&C global team, CDs, HQ Country Operations and Finance on the delivery of P&Cannual processes and initiatives that drive improvement and effectiveness. Also, works closely with the GDEIAC to deliver the DEIA activities. Externally the role liaises with legal firms, investigators and networks.

8-     Expertise (Certifications / Education, Professional Experience)

• Master’s degree in human resources management, Business Administration, Org Behaviour or

related field

• Extensive experience of working at HQ or regional level on an international development organization with representation in low and medium income countries
• Experience in management of HR international operations with thorough knowledge and understanding ofapplicable local laws, donor requirements in a number of countries with the intention of providing similar employee experience across the board
• Experience in delivering HR services through a business partner model
• Experience advising and training P&C professionals, staff and leadership on employee relations issues and best people management practices
• Proficient in verbal and written English and fluent in French, Arabic or Portuguese is preferred

9-     Core Competences

• Collaboration Able to influence and create strong partnerships with staff at all levels to achieve results
• Growth Mindset Able to introduce continuous process improvements in HR operational areas, supporting other to develop.
• Resilience Able to work under pressure meeting deadlines and delivering results through others
• Professionalism, Able to exercise discretion, maintain confidentiality and observe an ethical approach
• Management and Interpersonal Skills Excellent interpersonal skills, and a wide understanding of human relations; high level of emotional intelligence

10-  Additional information

International travel including security high risk countries up to 6 times a year and extended screen time.

Appendix I: Hiring Salary for Each Country

Hiring salary is dependent on the successful candidate’s location. This is a national position and salary will be paid in the local currency. Please note that this salary will be subject to the usual deductions, including required taxes.

• Burundi: BIF 2,601,803 per month
• Canada: CAD 90,418 per annum
• Ethiopia: ETB 258,574 per month
• Ghana: GHS 15,156 per month
• Lebanon: USD 3,873 per month
• Mali: XOF 1,244,044 per month

• Pakistan: PKR 448,947 per month
• Palestinian Territories: ILS 17,116 per month
• Rwanda: RWF 2,581,173 per month
• Tanzania: TZS 7,276,275 per month
• Uganda: UGX 9,750,052 per month
• United Kingdom: GBP 54,374 per annum

Terms of Reference (TOR)

RECRUITMENT OF FOUR DATA COLLECTORS – MALAWI PUBLIC SCHOOLS SURVEY PROJECT

1.   Background

Splash International is a U.S.-based non-profit organization leading a global movement to ensure children living inurban poverty have the resources they need to thrive. Working in partnership with governments across some of the world’s largest cities, Splash develops child-centered solutions in water, sanitation, hygiene (WASH), and menstrual health and hygiene (MHH).

Since 2019, Splash has been implementing Project WISE (WASH in Schools for Everyone) in Ethiopia, delivering comprehensive WASH infrastructure, behavior change programs, and menstrual health services across all publicschools in Addis Ababa and Bahir Dar. Building on lessons learned in Ethiopia, Splash has now expanded its work toMalawi, where it is rolling out WASH projects in public schools. A key component of this initiative is Monitoring,Learning, and Evaluation (MLE), which ensures progress tracking and measures project outcomes and impact.

To support this effort, Splash seeks to recruit four qualified Data Collectors under a call-down contract arrangement.

2.   Objective of the Assignment

The objective is to establish and retain a pool of four Data Collectors who can be mobilized as needed over the course of one year to conduct structured surveys, qualitative interviews, and observation-based data collection in public schools located in Lilongwe and Blantyre .

3.   Scope of Work

The Data Collectors will be responsible for:

• Conducting structured surveys in public schools using standardized tools.
• Carrying out Key Informant Interviews (KIIs) with school management, teachers, and students.
• Observing WASH infrastructure, including sanitation facilities.
• Recording data on the availability, functionality, and usage of school facilities.
• Documenting behavioral practices among students and staff (e.g., handwashing, sanitation use).
• Ensuring accurate, complete, and timely data entry into digital or paper-based tools.
• Adhering to ethical standards and safeguarding protocols during school visits.

• Reporting daily progress to the Field Supervisor/Project Manager

4.   Duration and Contractual Arrangement

• Contract type: Call-down contract valid for one (1) year.
• Engagement: Each assignment round will last a minimum of 5 days, with possible extensions based on project needs.
• Positions available: Four (4) Data Collectors.
• Location: Public schools in Lilongwe and Blantyre .

5.   Deliverables

• Completed and verified school survey forms timely submission
• Daily progress notes are submitted during each assignment.
• A sample photograph of each infrastructure and enrollment data verification form with a school official stamp (when needed).

6.   Deliverables

• Minimum diploma in education, social sciences, statistics, public health, or related fields.
• Prior experience in school-based surveys, observation studies, qualitative research, or similar assignments.
• Familiarity with electronic data collection tools (e.g., ODK, Kobo, SurveyCTO, CommCare) is preferred.
• Strong communication skills in English and local languages.
• Proficiency in Microsoft Word and Excel.
• Ability to travel and work in urban public schools under challenging conditions.
• Commitment to ethical standards and safeguarding principles.

7.   Reporting and Supervision

The Data Collectors will report directly to the Data quality, Insigtes and Reporting Regional Manager and coordinate closely with the Monitoring and Evaluation team.

8.   Payment Terms

• Payment will be made per assignment round, based on actual days worked (including training and pilot field visits).

• Rates and allowances will be agreed upon in advance and specified in the contract.
• No payment will be made for incomplete or poor-quality deliverables.

9.   Application Process

Interested candidates should submit:

• A cover letter outlining relevant experience.
• Curriculum Vitae (CV).
• Applicants should include the names and contact details of two referees in their CV.
• Applicants must apply through the Google Form link provided, complete the required screening questions, andupload their CV and cover letter. Applications submitted via email or other channels will not be considered.
• Applications should be sent no later than May 10, 2026.