Hr Board Decision Maker for Social Community Coop - Fixed Contract Deliverables Requied

Overview:
"The Social Freelance Community (sfc coop), a visionary worker cooperative supporting global social impact initiatives, is seeking an experienced and passionate hr board member.
This role is essential to advancing our mission to provide HR Decision Making for issues and problems that come up, and ensure the organizations and teams involed have leagal structure to ensure fair and equitable pay in a difficult social cooperative work environemnt. The ideal candidate will bring expertise in HR policy, governance, and strategic decision-making to ensure smooth operations across the network.
This position involves a commitment of 3 -7.5 hours per month and offers the opportunity to shape HR organizational policies and procedures that support deliverables. Our cooperative is not easy to deal with, but the HR board is at least at a distance from the primary problems, so that allows for a little flexability so you can address and make decisions with a different perspective when others are emotionally tied to the outcomes.  So if you are looking for an easy job and easy money, this is not the right position for you, as it can be difficult to make hard decisions that effect indivual worker pay."

Key Responsibilities:
- Budget: Required to vote on the Budget every month. Contributing to budget reviews for  the new moon and supporting HR-driven initiatives to build a cohesive team.
"- Deadlines and Pay Stop Oversight: Collaborate with the other hr members, workers, and ceo to vote on proposals and enforce deadlines that drive organizational success.
This includes assessing deadlines and revisiting them as necessary to align with the organization’s needs and the worker shortcomings."
"- Policy Review & Enforcement: Address and clarify work policies, ensuring alignment with our cooperative’s core values and operational standards.
This includes fostering transparency and accessibility of policies on public platforms."
- Strategic Communications: Maintain an active presence on publicly searchable communications platforms, representing sfc coop 2.0’s vision and facilitating member understanding of policies and procedures.
-Contention Session and Main Session: When contention rises, the HR Board must be in this Main Session or Emergency contention , and  attend Main Session (Thursdays).



Why Join the HR Board?
- If you have hr expereince and experinece with a Board, Joining a cooperative that is dedicated to supporting transformative social initiatives worldwide can be a great way to have added activites in your life on the side.
- Challenging work: as a open cooperative, we always are having some sort of issue, contention, or budgetary shortfall that needs to be addressed, and sometimes HR policies can be dificult for worekrs to understand or follow.
- Ownership and Equity: Enjoy immediate decision-making rights, equity ownership, and the ability to vote on key organizational matters, reinforcing our cooperative’s commitment to equality and transparency.
- Remote Flexibility: Work remotely from anywhere around the world, supporting our mission while building relationships and connections across the globe.
- Professional Growth: Benefit from continuous learning opportunities and official training, empowering you to refine your HR expertise and adapt to new challenges.
- If you’re passionate about advancing impactful social causes and are committed to helping build an inclusive, supportive HR infrastructure, we’d love to hear from you. Join us in making a difference by ensuring a robust and transparent HR foundation for our diverse community.

Candidate Requirements:
- HR Expertise: Demonstrated experience in HR governance, ideally within cooperative or non-profit environments.
- Commitment to Transparency: Skilled in public communications, with the ability to engage effectively on online platforms that are accessible to all members and stakeholders.
- Collaborative Mindset: A team player who can work cohesively with the CEO, Executive Committee, and Board members, fostering an environment that prioritizes clarity and mutual support.
- Flexible Availability: Willing to participate in sessions with Workers to disscuss HR POlicies Budgets and Deadlines.
- Conflict resolution and facilitation Skills: Must be able to mediate in conflict between workers and workers or between workers and the Executive, and  encourage an open communication where conflicting issues of interest will be heard and addressed.

Terms of Involvement for HR Board Members
HR Board decision makers are required to complete deliverabes to receive bonuses and base pay. No deliverables no pay.
As HR you are a decision maker and you are required  to vote on Policies, proposal and this is key part of your deliverables in COOP 2.0. Voting each month would be considered a deliverable, and voting is required for decision makers. So you do not vote, you do not get paid.
Decision Makers are responsible for ensuring workers are meeting all work output and deliverable objectives for client work. If the workers do not do client work to bring income into the organization, there is no money to pay the hr board. So the HR Board is required to ensure worker client work income in order to get paid. This can involve recruitment to find new workers that actually do the client work if current workers are not achiving the expected client work income needs of the organization.
Then the HR Board is responsible to fire and make sure recruitment is done to hire workers that can achieve the work expecations.


Examples of HR Board Oversight Deliverables:
$6 Vote on Offical Budget each Month
$6 Attend a Worker Session to disscuss HR Issues, Policies, Budget and or Deadlines.
$6 Review of Recruitment Needs for the Organization
$6 Comnplete Offical HR POlicy Review Process
$6 Support Mediation and Contention Process for Issues and Conflict between Workers
$6 Review Deadlines and Update Deadline Changes based on Worker Issues
$36 total to complete some of the HR Board Oversight Deliverables for the Month, or more if you take on more responsblites

$2 Initial Recruitment Process Proposal
$2 Complete & Verify Public Online Personnel Profile
$2 Completing your Writen Interview
$2 Draft Profile and get picture and profile link on website
$2 Complete Filling and Signing Forms
$2 Final Platform Contract verification and Budget Expecations Agreement
$12 total for going through the Recruitment process, even if you do not choose to work with us, and or don't get approved in the budget