MANAGER, FAIR COMPENSATION & MEMBER ENGAGEMENT
ABOUT THE FAIR LABOR ASSOCIATION
The Fair Labor Association (FLA) combines the efforts of industry, civil society organizations, and colleges and universities to promote and protect workers’ rights and to improve working conditions globally through adherence to international standards. The FLA is headquartered in Washington, D.C., and has offices in Geneva, Switzerland, and Côte d’Ivoire. For information, visit www.fairlabor.org.
The Manager, Fair Compensation and Member Engagement will support the Director in developing standards, tools, and trainings related to FLA’s fair compensation (living wage & income) work. Building on the foundation of the FLA’s five-year Strategic Plan, the incumbent will conduct research and execute program development on living wage & income solutions, draft case studies, review standards on public reporting, recommend solutions to gender pay equity, review the impact of collective bargaining on wages, and identify specific supply chain compensation reporting requirements in the upcoming mHREDD legislations.
This position will be part of FLA’s Social Compliance department, manage one direct report, and report to the Director, Fair Compensation and Member Engagement. The position will also work closely with the Agriculture and Supply Chain Innovation team. This position is fully remote, based in Western Europe, and requires travel up to 30%.
KEY AREAS OF RESPONSIBILITY
Fair Compensation – Living Wage and Income for Agriculture and Manufacturing Supply Chains (75%)
- Convene and participate in stakeholder discussions, sharing learnings and progress both internally and externally, including the Global Living Wage Coalition, the FLA’s Fair Compensation Practitioners Working Group, and as needed other FLA Committees, NGOs, and stakeholders.
- Collaborate with FLA teams to communicate learnings and guidance to members.
- Manage Fair Compensation Dashboard subscribers (non-FLA members) relationships in the manufacturing sector, including contract management, renewals, and on-boarding of new subscribers, with support from the Associate, Fair Compensation and Member Engagement.
- Work with the teams engaged in wage data gathering and trend analysis to support impact reporting for manufacturing companies.
- Coordinate the data collection, development and analysis of wage ladders, research, writing, and publication of the FLA’s public reporting of wage data trends.
- Support the development of FLA’s living wage & income agriculture tool – including working with the Agriculture team on testing, piloting, analysis, gathering stakeholder feedback, and developing guidance and training to members, assessors, and other stakeholders.
- Develop an offline analysis solution for agriculture wage and income data pilots to precede the development of an online dashboard for agriculture companies.
- Work with directors of Fair Compensation, Knowledge Management, and Agriculture, and relevant service providers on enhancing and expanding the FLA’s Fair Compensation Dashboard to improve wage analysis for manufacturing and agriculture companies.
- Work directly with the Communications department to publicize FLA’s progress on living income and living wage to external stakeholders.
- Use the FLA’s Fair Compensation Toolkit as a recruitment tool to engage with non-member companies and other stakeholders on living wage and income and showcase FLA’s value proposition.
Member Engagement & Recruitment of Manufacturing Companies (25%)
- Support in executing the FLA’s recruitment strategy for manufacturing companies by sharing the value proposition of FLA membership and engaging with prospective company and supplier members for manufacturing companies in the EMEA.
- For new company and supplier applications in the EMEA, manage the application self-assessments, review supporting documents, undertake background research, prepare application memos, and manage the company applications for approval to the FLA Board of Directors, supported by the Associate, Fair Compensation and Member Engagement.
- Conduct orientation and on-boarding for new company and supplier members so that they are aware of guidance and resources, understand FLA standards, and are prepared to undergo the milestones and accreditation process.
- Collaborate with the Social Compliance team to strengthen the effectiveness of FLA’s company orientation and onboarding for accreditation.
- Update standard operating procedures for the member engagement and onboarding program and implement change management plans to update the application and on-boarding processes for manufacturing companies.
- Support the streamlining of membership materials and application processes between manufacturing and agriculture programs.
QUALIFICATIONS AND REQUIREMENTS
- Advanced degree (or equivalent experience) in labor studies, employment relations, sociology, economics, business administration, supply chain management, industrial relations, law, sociology or other relevant field.
- Minimum of five years’ work experience at the intersection of business and human rights, and knowledge of manufacturing and agriculture supply chains, preferably with living wage and income or sustainability experience.
- Excellent knowledge of international labor standards and living wage and income; supply chains and the issues related to working conditions in factories and farms; and multi-stakeholder initiatives.
- Understanding of manufacturing and agriculture processes.
- Extensive experience communicating and working with brands and suppliers.
- Experience in contract, client, project, and program management.
- Experience in quantitative and qualitative data collection, analysis, and reporting.
- Experience in executing change management projects and systems.
- Fluent in English; fluency in other European languages a plus.
- Attention to detail and strong organizational skills; strong critical thinking, reporting, and problem-solving skills.
- Ability to work remotely and manage work without day-to-day supervision.
- Strong presentation, listening, and communications skills.
FLA is an equal employment opportunity employer and considers all applicants for employment regardless of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression and any other characteristic protected by federal, state, or local laws.