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Human Rights Policy Analyst Jobs in Raleigh, NC (NOW HIRING)

Big Lots

Inventory Analyst

Henderson, NC · On-site

... policies, procedures and internal controls • Assist with special projects as assigned • Some ... For further information, please review the Know Your Rights notice from the Department of Labor.

Roses Discount Stores

Inventory Analyst

Henderson, NC · On-site

... policies, procedures and internal controls • Assist with special projects as assigned • Some ... For further information, please review the Know Your Rights notice from the Department of Labor.

BuildOps

Human Resource Business Partner

Raleigh, NC · On-site

HR Compliance & Policies: * Ensure compliance with federal, state, and local labor laws and ... Analyze HR data and trends to provide insights and recommendations for business leaders. * Support ...

New York Life

Insurance Agent

Raleigh, NC

$69K - $130K/yr

... Work • Human Rights Campaign: 2022 Corporate Equality Index • Forbes 2022: America's Best ... policies) • $4.9 Billion in living benefits awarded (includes life and annuity cash value ...

VIGILINT

Human Resources Manager

Morrisville, NC · On-site

Develop and maintain HR policies, Standard Operating Procedures (SOPs), employee handbooks, and ... Analyze benefit offerings with COO during renewal period and recommend cost-saving initiatives ...

VIGILINT

Human Resources Manager

Morrisville, NC

Develop and maintain HR policies, Standard Operating Procedures (SOPs), employee handbooks, and ... Analyze benefit offerings with COO during renewal period and recommend cost-saving initiatives ...

VIGILINT

Human Resources Manager

Morrisville, NC · On-site

Develop and maintain HR policies, Standard Operating Procedures (SOPs), employee handbooks, and ... Analyze benefit offerings with COO during renewal period and recommend cost-saving initiatives ...

Opal Hotels Group

HR Manager

Raleigh, NC · On-site

$80K - $90K/yr

... policies. * Conduct and support workplace investigations and employee relations matters. * Lead ... Generate workforce analytics and HR metrics for leadership. * Ensure data integrity across HR ...

Cliftonlarsonallen

Payroll Analyst II

Raleigh, NC · On-site

CLA is seeking a Payroll Processing Analyst (Payroll Analyst II) to join our HR Systems & Payroll ... hiring rights. Wellness at CLA To support our CLA family members, we focus on their physical ...

BuildOps

Human Resource Business Partner

Raleigh, NC · On-site

HR Compliance & Policies: * Ensure compliance with federal, state, and local labor laws and ... Analyze HR data and trends to provide insights and recommendations for business leaders. * Support ...

Dlapiper

HR Compliance Manager

Raleigh, NC · Hybrid

Policy, Documentation & Governance - Develop, maintain, and govern HR compliance documentation ... Proficient in analyzing data and trends to identify compliance gaps. Ability to synthesize complex ...

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All JobsHuman Rights Policy Analyst JobsHuman Rights Policy Analyst Jobs in Raleigh, NC

Human Rights Policy Analyst information

See Raleigh, NC salary details

$52K

$98.1K

$113.7K

How much do human rights policy analyst jobs pay per year?

As of Jul 23, 2026, the average yearly pay for human rights policy analyst in Raleigh, NC is $98,131.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,700.00 and $113,200.00 per year, depending on experience, location, and employer.

What are some common challenges faced by Human Rights Policy Analysts when advocating for policy change?

Human Rights Policy Analysts often encounter challenges such as navigating complex political environments, addressing competing stakeholder interests, and ensuring that their recommendations are both evidence-based and culturally sensitive. Building consensus among diverse groups, including government officials, NGOs, and affected communities, can be demanding but is essential for effective advocacy. Analysts must also stay updated on evolving legal frameworks and emerging human rights issues to provide relevant and impactful policy advice.

What is the difference between Human Rights Policy Analyst vs Human Rights Advocate?

AspectHuman Rights Policy AnalystHuman Rights Advocate
Required CredentialsBachelor's degree in political science, law, or related field; research skillsSimilar educational background; strong communication skills
Work EnvironmentResearch institutions, government agencies, NGOsCommunity organizations, NGOs, public campaigns
Employer & Industry UsagePolicy development, analysis, and reportingPublic awareness, campaigning, and grassroots efforts
Search & Comparison IntentUnderstanding policy roles and analysisAdvocacy strategies and activism

While both roles focus on human rights, a Human Rights Policy Analyst primarily conducts research and develops policies within institutions, whereas a Human Rights Advocate actively promotes awareness and campaigns for change. Both roles often collaborate but serve different functions within the human rights field.

What are the key skills and qualifications needed to thrive as a Human Rights Policy Analyst, and why are they important?

To thrive as a Human Rights Policy Analyst, you need strong research, analytical, and writing skills, typically supported by a degree in political science, law, international relations, or a related field. Familiarity with data analysis tools, policy analysis frameworks, and human rights legal standards—along with experience using databases and presentation software—is often required. Outstanding communication, critical thinking, and cultural sensitivity are vital soft skills for effective advocacy and collaboration. These competencies are crucial for accurately assessing policy impacts, shaping recommendations, and influencing decision-makers to advance human rights protections.

What does a Human Rights Policy Analyst do?

A Human Rights Policy Analyst researches, evaluates, and develops policies that promote and protect human rights at local, national, or international levels. They analyze existing legislation, monitor human rights conditions, and provide recommendations to governments, NGOs, or organizations on how to improve human rights practices. Their work often involves preparing reports, engaging with stakeholders, and advocating for policy changes to address issues such as discrimination, freedom of expression, and social justice.
What are popular job titles related to Human Rights Policy Analyst jobs in Raleigh, NC? For Human Rights Policy Analyst jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Human Rights Policy Analyst jobs in Raleigh, NC look for? The top searched job categories for Human Rights Policy Analyst jobs in Raleigh, NC are:
What cities near Raleigh, NC are hiring for Human Rights Policy Analyst jobs? Cities near Raleigh, NC with the most Human Rights Policy Analyst job openings:
Human Rights Policy Analyst jobs near you

Human Resources Generalist

Covenant Case Management Services

Raleigh, NC • On-site

$55K - $65K/yr

Full-time

Medical, Life, Retirement

Posted 2 days ago

Job description

Covenant Case Management Services is looking for an HR Generalist. The HR Generalist is a highly transactional and detail-oriented role responsible for the day-to-day administration of human resources functions. Reporting to the Chief People & Clinical Officer, this individual will ensure the seamless execution of HR operations, including benefits, 401k, leave management, and HRIS data integrity. This role is the "engine" of the HR department, ensuring that all employee life-cycle transactions are processed accurately, compliantly, and efficiently within a clinical service environment.
What You Will Do | Responsibilities
HR Operations & Infrastructure Development
  • Policy & Manual Governance: Author, update, and maintain the Employee Handbook and all supplemental HR policies to ensure compliance with federal, state, and local laws.
  • Standardization & Form Creation: Design and implement a standardized library of HR forms (e.g., Change of Status, Performance Improvement Plans, LOA Request Packets, Offboarding Checklists) to ensure a uniform employee experience.
  • Streamlining & Automation: Continuous evaluation of the "hire-to-retire" workflow; identifying manual bottlenecks and implementing automated solutions within ADP WFN to increase departmental ROI.
  • Record Ownership: Maintain all physical and digital personnel files, medical files (HIPAA compliant), and I-9 records with 100% accuracy and audit-readiness.

Comprehensive Benefits & Financial Administration
  • Health & Welfare: Act as the primary administrator for all benefit plans; manage enrollments, terminations, and life event changes. Reconcile monthly billing statements to ensure accuracy.
  • 401k Plan Management: Manage the 401k portal, including contribution processing, loan administration, year-end testing support, and delivery of required participant notices.
  • COBRA & Support: Oversee COBRA administration and serve as the direct point of contact for employee benefit inquiries, resolving claims issues with third-party brokers.

Compliance, Leave, & Risk Management
  • FMLA & LOA Administration: Own the end-to-end leave process. This includes determining eligibility, mailing required DOL notices, tracking leave hours, and managing the "Interactive Process" for ADA accommodations.
  • Clinical & Regulatory Compliance: Monitor and track all industry-specific requirements (e.g., OIG checks, TB testing, background re-screens, and clinical credentialing) to ensure zero gaps in provider eligibility.
  • External Audit Lead: Serve as the primary point of contact for external audits from the DOL, EEOC, or clinical licensing bodies; prepare all requested documentation and narrative responses.
  • Unemployment & Workers' Comp: Manage all unemployment claims, represent the company in hearings, and oversee Workers' Compensation reporting and case management.

HRIS Management (ADP Workforce Now)
  • System Optimization: Act as the "Super User" and administrator for ADP WFN. Manage security profiles, organizational tables, and workflow routing.
  • Data Integrity: Conduct weekly audits of HRIS data to ensure accuracy in job titles, pay rates, supervisor mapping, and EEO coding.
  • Advanced Analytics: Build and schedule complex reports (turnover, vacancy rates, benefit cost analysis) to provide the CPCO with actionable data.

Employee Relations & Transactional Lifecycle
  • Grievance Management: Facilitate the formal grievance process; document all meetings, conduct neutral investigations, and provide recommendations for resolution.
  • Terminations & Offboarding: Execute all involuntary and voluntary separations for DSP Staff/Contractors; ensure final pay compliance (state-specific), conduct exit interviews, and manage the immediate revocation of system access.
  • Special Projects: Manage annual cycles such as performance reviews, compensation surveys, and internal equity audits.

Additional Responsibilities (Cross-Functional/Teamwide)
  • Demonstrate flexibility and collaboration by acting as a reliable team player, providing backup support to colleagues as needs arise, and readily stepping in to assist other staff during peak periods, vacations, or absences to ensure continuity of operations and service levels.
  • Proactively identify and respond to supervision or leadership requests that fall within the role's scope, including taking on additional duties to support organizational priorities, special projects, or process improvements, while maintaining strict adherence to organizational policies, procedures, and regulatory requirements.
  • Ensure timely attention to employment compliance requests, verifications, and documentation needs; coordinate with relevant stakeholders to gather information, verify accuracy, protect privacy, and escalate issues as appropriate to maintain compliance, data integrity, and audit readiness.
  • Contribute to a positive, inclusive, and growth-oriented culture by engaging constructively with teammates, supporting organizational initiatives, mentoring colleagues when appropriate, and modeling professional, respectful, service-oriented behavior that aligns with the company's values.
  • Maintain high standards of data integrity, confidentiality, and ethics in all duties, including accurate data entry, secure handling of sensitive information, and adherence to data privacy laws; participate in ongoing process improvement efforts by identifying inefficiencies, proposing solutions, and supporting the implementation of best practices.
  • Support cross-functional learning and coverage by participating in job shadowing, back-up rotation, and knowledge-sharing sessions to enhance team resilience and responsiveness.
  • Contribute to employee experience and engagement efforts by supporting internal communications, onboarding events, recognition programs, and diversity, equity, and inclusion (DEI) initiatives where appropriate.
  • Monitor and uphold safety, health, and well-being policies as they relate to daily operations, reporting concerns through appropriate channels and collaborating with relevant teams to address them.
  • Maintain a proactive stance toward risk management by identifying potential compliance gaps or operational bottlenecks and communicating findings with recommended corrective actions to leadership in a timely manner.
  • Align personal work plans with departmental goals, participate in performance feedback cycles, and pursue opportunities for professional development to enhance role effectiveness and career growth within the organization.

What We Are Looking For | Qualifications
  • ADP WFN Mastery: Mandatory, hands-on experience navigating and managing ADP Workforce Now.
  • Transactional Excellence: Proven ability to manage high volumes of data entry and paperwork with zero errors.
  • Technical Knowledge: Deep understanding of FMLA, COBRA, HIPAA, and DOL regulations.
  • Communication: Ability to explain complex benefits or leave information to clinical and administrative staff in a clear, empathetic, and professional manner.
  • Collaborative Spirit: A "no task is too small" attitude with the ability to partner effectively across departments.
  • Detail Orientation: An almost obsessive focus on the "fine print" to ensure organizational compliance and risk mitigation.

What We Are Looking For | Education & Licenses
  • Education: Bachelor's degree in Human Resources, Business, or a related field required.
  • Experience: Minimum of 3-5 years of experience in an HR Generalist or HR Coordinator role, preferably in a clinical, healthcare, or multi-site environment.
  • Certification: PHR or SHRM-CP certification is highly preferred.

Location | Travel
  • Hybrid: Regular on-site presence required at the home office.
  • Travel: Minimal; travel to site locations or leadership meetings may be required (less than 10%).

Covenant Rewards for You | Benefits
  • Generous Total Rewards Plan - Including health insurance, 401k match, and career benefits
  • Diverse and inclusive community focused on growth, compassionate care, and a supportive work environment

Apply