Founded by Priscilla Chan and Mark Zuckerberg in 2015, the Chan Zuckerberg Initiative (CZI) is a new kind of philanthropy that’s leveraging technology to help solve some of the world’s toughest challenges – from eradicating disease, to improving education, to reforming the criminal justice system. Our mission is to create a future for everyone.  Across our three core Initiative focus areas of Science, Education and Justice and Opportunity,  we’re pairing engineering with grantmaking, impact investing, policy work, and movement building, to help build an inclusive, just and healthy future for everyone.

Our Values 

We believe we can help build a future for everyone. 

  • We aim to be daring, but humble:  We look for bold ideas — regardless of structure and stage — and help them scale by pairing engineers with subject matter experts to build tools that accelerate the pace of social progress. 
  • We want to learn fast, but build for the long-term: We want to iterate fast and help bring new solutions to the table, but we also realize that important breakthroughs often take decades, or even centuries. 
  • Stay close to the real problems: We engage directly in the communities we serve because no one understands our society’s challenges like those who live them every day.  

Our success is dependent on building teams that include people from different backgrounds and experiences who can challenge each other's assumptions with fresh perspectives. To that end, we look for a diverse pool of applicants including those from historically marginalized groups — women, people with disabilities, people of color, formerly incarcerated people, people who are lesbian, gay, bisexual, transgender, and/or gender nonconforming, first and second generation immigrants, veterans, and people from different socioeconomic backgrounds.

The Opportunity

This individual will set the vision and drive the execution of CZI’s HR Operations. Reporting to the Head of People,  this person will serve as an organizational leader responsible for a wide range of critical work streams, including systems and operating procedures for onboarding/off-boarding, benefits administration, relocation, immigration and analytics.This person will ensure our systems, programs and procedures work in direct support of CZI’s goal to be a diverse and inclusive organization.

You will

  • Build and scale an efficient, centralized HR Operations Team that supports the business 
  • Understand organizational needs and create and drive processes, policies, and workflows that are compliant, efficient, scalable, and reflect CZI’s values.
  • Establish globally applicable (compliant, consistent and scalable) Workday enabled HR processes for employees and contingent workforce (across areas such as onboarding/off-boarding, employee data changes, etc.) 
  • Provide input on the HR systems landscape and enable optimized use of HR systems to deliver processes in easily consumable, scalable ways
  • Establish service level agreements and key performance measures for HR services and align resources to achieve them 
  • Ensure HR Operations audit and control processes are developed and followed in compliance with CZI’s internal policies, federal and state laws 
  • Forge excellent partnership with leaders, HRBPs, Finance, IT and Legal to drive the voice of the employee in developing and delivering new and improved services and programs 
  • Champion collaborative cross functional relationships with other operational teams, such as Payroll, to ensure successful execution of essential HR processes 
  • Provide leadership, coaching and guidance to a team of functional specialists who support employees across the organization throughout their lifecycle 
  • Inspire the operations team to deliver streamlined employee and manager experiences that enable HR Business Partners to fulfill their designated strategic roles 
  • Orchestrate People Operations analytics. Assess areas of opportunity, determine approach, compile and analyze data and prepare reports/recommendations to define people operations strategies related to people systems and processes. 
  • Think strategically about opportunities and challenges, and bring the capability to deliver tactically when required.

You have

  • 10+ years of experience in HR/HR Operations including: HR Management Systems and Applicant Tracking Systems, compensation, organizational planning, benefits administration, compliance, recruiting, employee life-cycle and the rollout of HR operational programs 
  • 8+ years direct people management and development experience including Managers, Individual Team Members and talent in the various disciplines of HR Operations. 

Nice to have

  • Independent self-starter, with a strong track record of cross functional collaboration across disciplines, is essential
  • Demonstrated experience in the various People/HR functional areas, especially total compensation, HRIS, benefits, and other people technologies.
  • Experience in Workday and HRIS implementation.
  • Fluency in DEI concepts, programs and initiatives
  • Flexibility and creative problem-solving ability
  • High integrity and alignment with CZI’s mission and values 
  • Ability to work at all levels - strategic, operational, and tactical
  • Outstanding interpersonal and communication skills, both verbal and written
  • Demonstrated credibility and in communications
  • Ability to thrive in a rapidly growing and unstructured environment
  • Ability to manage multiple, sophisticated issues and prioritize projects concurrently
  • Ability to identify, scope, design, and implement projects to answer organizational issues, and measure the impact of the solutions

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Chan Zuckerberg Initiative are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.