HR Staff Resources

HR Policies Index 

This is the home page for all of the SIL HR Polices. It provides convenient links to the administrative policies, procedures, guidelines, and other related documents.  The HR Policies are a part of the SIL Administrative Policy Manual. Below are direct links to the most commonly referenced SIL HR polices and require SIL system access. If you are unable to access, please contact chro_intl@sil.org or missionhr@sil.org.

Duty of Care Policy  - Policy that defines  specific Duty of Care responsibilities.

Staffing and Placement Policy  - Policy that defines the way in which SIL will place staff into assignments.

Care & Wellbeing Policy  - Policy that defines SIL's responsibility to care for its staff.

Staff Behavior Policy  - Policy that defines the conduct that SIL expects of its staff.

Response to Staff Misconduct Policy  - Policy that defines SIL's commitment to fair process in responding to a breach of the staff behavior agreement.

SIL International Membership - Administration Policy and Forms  - Policy that defines the purpose, responsibilities, benefits, criteria for granting, and the categories for membership in SIL.

HR Orientation - Level 1 Training

An introduction to working in HR in SIL for new HR workers:








HR Orientation - Level 2 Training

Further HR training for new HR managers:










i.  SIL adheres to the highest level available which is currently GDPR (European General Data Protection Regulation)

Principles of GDPR:

ii. Make sure you are aware of any local labor/employment laws in consultation with your leadership or Area HR.

Forms and Templates

Job Offers, Annual Reviews, and more

Job/Assignment Offers

Annual Reviews

WUS FBMB 

Screening/Application coming soon

Workplace Inquiry/Investigation

 A Workplace Inquiry is an investigation of a complaint or of possible wrongful behavior. If you find yourself needing to do a Workplace Inquiry, contact your Area HR Director to help you find the specific resources you need. If someone reports bullying, harassment or discrimination to you, please respond promptly.

Do not dismiss the report but follow the steps identified in inquiry guidelines and the Workplace Inquiry Public version. Other information related to Staff Misconduct can be found here


It may be helpful to know that workplace inquiries are separated into three categories: minor breach, major breach, and child-related major breach.

Helpful Links and Resources

Advisory Notices, HR and Domain Contacts, Partner links, and links to Outside HR Organizations

Advisory Notices

SIL HR and Domain Contacts  coming soon

Partner HR Links:

Outside HR Organizations:

Commonly Used HR Acronyms and Definitions

We love our acronyms in SIL, and they often change! Here is a list of common HR ones. 

People Strategies - Global team...

International Administration (IA) HR...

International Language Services (ILS) HR...

What are they? How do they differ? 

How does HR fit into the SIL reporting structure?

Many times people in SIL get these teams confused since they all are globally-based and HR-related. Hopefully this will help you to understand the differences and know who to go to when you need HR input.


Firstly - An Overview of the SIL Reporting Structure and how HR fits into it:

     SIL is basically divided into three reporting-level tiers:

Organizational Units - these are the on-the-ground groups that do the language-related work of SIL. Each of these has a Unit Director, and as part of their team, an HR Manager. HR managers in a Unit report directly to their Unit Director (or designate), NOT to a higher-up HR person. However, when the HR Manager has questions and needs support or training, they consult the next level up - their Area HR Director.

Areas - Organizational Units are grouped into Areas, mostly (but not always) by geographical location. Areas have an Area Director, and as part of their team, an Area HR Director. The Area Director and team lead and support the Organizational Units under them. The Area HR Director reports to their Area Director (or designate), NOT to a higher-up HR person. However, when the Area HR Director has questions and needs support or training, they consult the next level up - the People Strategies - Global team.

Global - Areas are grouped into Zones as part of the global structure. Area Directors report to a Zonal AED. The Chief People Officer is the top of the HR chain in the organization. This person supports the Executive Leadership team, negotiates MOUs with Partner Organizations, manages a team of HR related domain leaders, and interacts with the Area HR Directors. The Chief People Officer (sometimes referred to as the Chief Human Resources Officer, or CHRO) reports to the AED of International Operations.


Now that we have a framework to fit them into, let’s look more specifically at the three globally-based HR-related teams:


The People Strategies - Global team - This is the top-tier of SIL HR. It prioritizes strategic thinking in all aspects of HR throughout the organization. It's also the highest level in SIL to consult with on staffing issues. This team focuses on transformational HR rather than transactional HR (which is provided by IA HR). Transactional HR functions for staff who are assigned to an International Administrative role are provided by IA or ILS HR departments.


International Administration (IA) HR - IA HR provides HR services for anyone employed by SIL in the US, or seconded to SIL into a Global (but not ILS) assignment. The IA HR Director reports to the AED of International Operations. International Administration HR, due to its size and position in the organization, basically operates like an Area and as such, the IA HR Director interacts with the other Area HR Directors.


International Language Services (ILS) HR - ILS HR provides HR services for SIL staff assigned to the ILS team. ILS provides language-related services globally. The ILS HR Director reports to the AED of Language Services. International Language Services HR, due to its size and position in the organization, basically operates like an Area and as such, the ILS HR Director interacts with the other Area HR Directors.