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About Forest Peoples Programme

Forest Peoples Programme (FPP) is an international NGO that has been working with Indigenous Peoples and forest peoples for 35 years since it was established in 1990. As of 2026, we work in 18 countries across South and Central America, Africa, and Southeast Asia, with over 50 partners based in the tropical forest belt. We work directly and in solidarity with communities and peoples, supporting them to secure their rights to their traditional lands, territories, and resources, protect their forests and ways of life, and choose their own futures.

Working at local, national and global levels FPP supports indigenous peoples and forest peoples to effect change from the bottom up – grounded in struggles to advance the enjoyment of their rights and seek remedy for violations. At the same time, we work to ensure the voices and priorities of indigenous peoples and forest peoples shape national and international law and policy – e.g. relating to business and human rights, climate, and biodiversity – so that resulting regulatory and market reform better serves and respects their rights.

We have 70 people on the team including human rights lawyers, anthropologists and social scientists working with communities and local organisations around the global tropical belt. Up to half of the team live and work from their homes around the world.

Role Summary

The People Management Officer will provide professional people management and HR advisory support to FPP, working closely with the Managing Director and wider FPP team across a range of people matters while the current People Management Officer is on maternity leave.

This is a 7-month fixed-term maternity cover position, commencing on 1 January 2027. The maternity cover for the current People Management Officer will have an initial 1 month’s hand over period before she goes on leave in February and will focus on maintaining key people management activities, providing advisory support to managers and ensuring continuity across core people processes during this period.

There is a possibility, depending on funding available, following the maternity cover period, the successful candidate could be retained to join the People Management team at FPP to continue supporting FPP’s People Management function, with responsibilities evolving according to organisational priorities.

The post holder will provide a combination of operational support and people advice, contributing to a positive working environment while ensuring FPP’s policies, procedures and practices remain effective, inclusive and aligned with organisational values.

Initial priorities during maternity cover period

• During the maternity cover period, the post holder will prioritise:
• Maintaining continuity of core HR operations, including recruitment, onboarding, contracts, HR system, payroll liaison and employee records.
• Providing HR advice and support to managers and staff on day-to-day people matters.
• Supporting employee relations and more complex HR matters, escalating where appropriate.
• Providing support on safeguarding-related matters, working collaboratively with relevant colleagues to ensure appropriate processes and practices are followed.
• Supporting the Managing Director during a period of reduced HR capacity.

Possibility of Longer-Term Role Development

Following the maternity cover period, there is a possibility, funding dependant, that the role could continue to contribute to FPP’s People Management function, working alongside the Managing Director and People Management Officer to provide effective people support across the organisation. The balance of responsibilities will evolve according to organisational priorities, team capacity and the continued development of the People Management function.

Key Responsibilities

The People Management Officer will:

• Act as a first point of contact for managers and staff, providing practical HR advice and guidance across a range of people matters.
• Support employee relations matters, including attendance, performance, conduct, wellbeing and other people management matters.
• Coordinate recruitment, onboarding and employee lifecycle processes, helping to ensure an inclusive and positive candidate and employee experience.
• Prepare employment documentation, maintain accurate employee records and support key HR processes and systems.
• Provide support and advice on safeguarding-related people matters and contribute to the ongoing implementation of safeguarding policies and practices.
• Liaise with internal and external stakeholders, including payroll providers and external HR advisers, to support effective people management across the organisation.
• Coordinate learning and development activities, wellbeing initiatives and continuous improvement of HR processes and ways of working.
• Work closely with the Managing Director and wider team to provide effective people management support across the organisation.

For full details of the role responsibilities and person specification, please refer to the attached Job Description.

Person specification

Essential qualities

• Experience working in a people/HR advisory role.
• Experience providing advice and guidance to managers on people-related matters.
• Experience managing and supporting employee relational matters, including providing advice on sensitive and complex issues.
• Experience working with HR systems and maintaining accurate employee records.
• Demonstrable knowledge of UK employment law and HR best practice.
• Understanding of safeguarding principles and experience applying safeguarding practices within an organisation.
• Personable and well organised
• Ability to both work collaboratively and independently, prioritise effectively and manage confidential information.

Desirable qualities

• Experience working within an NGO, charity, international development or similar values-led organisation.
• HR qualification.
• Experience supporting employees across different countries and advising on international HR processes and employment requirements.
• Experience working with safeguarding issues involving partners, communities or external stakeholders.
• French and/or Spanish language competencies