Job Description

About Us

As a leading provider of high-quality food and beverage ingredients, we work with farming communities across the globe to grow, source and produce ingredients that are good for consumers, farmers, and the world around us. We supply household food brands and manufacturers worldwide with cocoa, coffee, dairy, nuts and spices ingredients which are often grown on our own farms and estates and sourced from hundreds of thousands of farmers across ~50 countries. Along with our diverse manufacturing and innovation capabilities, this means we can provide ingredients for a range of products, from a plant-based latte mix to an almond based snack bar or a dairy-free ice cream.  Making a positive impact on people and planet is a core component of our Purpose, to be the change for good food and a healthy future. With a deep-rooted presence in the countries where our ingredients are grown, we are closer to farmers, enabling better quality, and more reliable, traceable, and transparent supply. And whoever we’re with, whatever we’re doing, we always make it real.

THE SOCIAL IMPACT TEAM

The Human Rights and Inclusion manager is part of the ofi Social Impact Team The role of the team is to shape and enable ofi’s approach to delivering positive social outcomes across its global value chains. The team focuses on Livelihoods and Living Income, Human Rights and Inclusion, and Health and Nutrition, and works jointly with Business Units to deliver the Choices for Change commitments. Acting as a centre of expertise, it supports origin and business teams through practical tools, systems and guidance, while driving innovation and ensuring alignment with evolving regulatory requirements. The team also connects externally with partners and industry platforms to stay at the forefront of emerging topics and contribute to shaping the wider sector agenda.

The Human Rights and Inclusion Manager is ofi’s subject matter expert on human rights and Inclusion. The role promotes Human Rights, empowerment and inclusion and ensures strong due diligence (HRDD).

As a subject matter expert, this role engages, educates and influences internal and external stakeholders, as necessary. This role builds the related capabilities within the organization needed to succeed. It is also responsible for related research, innovation, internal learning/knowledge exchange and bringing outside learning into the organization.

The main responsibilities of the Human Rights and Inclusion Manager are as below:

Human Rights Impact: innovative programming and community benefit

• Translating human rights risk findings into well-designed, evidence-based programmes that address the root causes of violations — including child labour, forced labour, gender-based discrimination and exclusion of marginalised groups — in ofi’s supply chains and operating communities.
• Spearheading innovative projects to improve voice, agency and economic empowerment for target groups, including women and youth working in partnership with communities, civil society organisations and sector platforms.
• Championing cross-thematic integration to ensure human rights and inclusion impact programmes intersect meaningfully with ofi’s broader sustainability goals, including improving farmer livelihoods, health and nutrition outcomes and regenerative agriculture.
• Driving internal and external knowledge exchange, participating in industry coalitions and multi-stakeholder platforms, and influencing the wider sector agenda on human rights and inclusion in agricultural supply chains.
• Commissioning and conducting research and evaluations to generate evidence on the effectiveness of impact programmes, and feeding learning back into systems design and strategic direction.

Creating impact through inclusion:

• Spearheading projects, or project components that strengthen empowerment and inclusion of marginalised groups within farming communities and households with particular emphasis on women’s leadership and youth participation in agricultural systems
• Improving existing ofi tools to advance inclusion such as the Women’s Inclusion Toolkit and creating more resources internally to improve team capacity to deliver inclusive programmes
• Ensuring inclusion data is systematically captured within ofi’s digital systems enabling evidence-based programme design and credible reporting to stakeholders

HRDD Processes: Design and Implementation

• Owning and evolving ofi’s HRDD framework, ensuring it reflects meets business need and field realities, it addresses the current regulatory requirements and leading international standards, including the UN Guiding Principles on Business and Human Rights (UNGPs), the EU Corporate Sustainability Due Diligence Directive (CSDDD), the EU Forced Labour Regulation (EUFLR), and other applicable national and sector-specific legislation
• Maintaining and strengthening monitoring, remediation and grievance systems — including but not limited to ofi’s Child Labour Monitoring and Remediation System (CLMRS), forced labour monitoring system, ASC training and verification, and Grievance Mechanism— to ensure these operate with rigour, consistency and scalability across business units and geographies.

Reporting: Data Quality and Regulatory Readiness.

• Ensuring HRDD systems generate high-quality, reliable and auditable data capable of withstanding scrutiny from regulators, customers, investors and civil society. This includes developing/improving data governance protocols, audit-readiness frameworks and documentation standards aligned with evolving disclosure requirements.
• Collaborating closely with Legal, Compliance, Procurement and commercial teams to embed HRDD outcomes into supplier engagement, risk management and reporting processes.
• Leading the organisation’s preparation for and response to regulatory audits, customer due diligence requests and third-party assessments, ensuring ofi can demonstrate both systemic commitment and evidence of action.
• Building internal capability across country and business unit teams to implement HRDD processes effectively, including developing training resources, tools and guidance materials.

Management Responsibility: The role manages, and guide the Human Rights Project Specialist across both areas of responsibility. The role also educates and influences internal and external stakeholders as a recognized subject matter expert.

COMPETENCIES & SKILLS

• Knowledge of human rights issues in the agricultural sector and ability to identify related problems in their political, ethnic, racial, gender equality and socio-economic dimensions.
• Strong understanding of business responsibility on human rights, international principles and standards (UNGPs, ILO conventions, OECD Guidelines) and evolving regulatory frameworks (CSDDD, EUFLR, LkSG, EUDR).
• Proven experience designing and implementing HRDD systems and impact programmes in complex agri-food supply chains.
• Well-developed management and leadership skills with the ability to interact with and influence senior decision-makers
• On-the-ground experience and a good understanding of agri-business models, sourcing structures and smallholder-driven agricultural supply chains
• Demonstrated ability to design programmes that integrate across thematic areas including livelihoods, health and nutrition, and regenerative agriculture.
• Ability to generate and communicate audit-ready data and evidence to meet regulatory and customer due diligence requirements.
• Critical thinking skills, organisational skills, and the ability to effectively rollout multiple projects.
• Strong teamwork and interpersonal skills, with a proactive, solution-oriented and innovative mindset
• Research and analytical skills, including the ability to identify and participate in the resolution of human rights issues
• A personal passion for human rights, sustainable agriculture and food systems
• Candidates with multilingual proficiency will be preferred, with excellent English communication skills being essential

Base Location: As this is a global role, the position can be based in any location within APAC (e.g., Vietnam, Indonesia, India) or Africa (e.g., Côte d’Ivoire, Nigeria).

ofi is an equal opportunity employer and values diversity. All qualified applicants will receive consideration for employment without regard to racial or ethnic origin, color, age, religion or belief, sex, nationality, disability, sexual orientation, gender identity, gender expression, genetic information, or any other characteristic protected by applicable law.

Applicants are requested to complete all required steps in the application process including providing a resume/CV in order to be considered for open roles.