BRLF Workspace Environment

Working with BRLF means contributing towards transforming the livelihoods and lives of tribal communities spread across the Central Indian Tribal Belt. The BRLF team, with 25 full-time professionals, works in 10 states with a network of CSOs, CSR, knowledge partners, and state and union governments. 

BRLF promotes a healthy working environment where each individual is encouraged to work freely and transparently. BRLF team comprises; Program, Capacity Building, Research and Knowledge Management, Resource Mobilization, Communication, and HR and Finance. 

Diversity Policy: Our diversity policy relates to the way that we treat, work with, and value those who are different from ourselves. We deeply recognize that those different from ourselves ought to be treated with respect, have something positive to offer, and have an equal right to access resources and opportunities.

Equal Opportunities Policy: We uphold the principle of equal opportunity and aim to ensure that all job applicants, staff, and volunteers, do not suffer unfair discrimination by virtue of their race, colour, nationality, ethnic origin, religious belief, social class, caste, age, special ability, sexual orientation, marital status, family situation or gender. 

We aim to ensure that all the people we work with are valued for their contributions and have the opportunity to realize their full potential within the organization. This applies to all aspects of employment, including recruitment, training, conditions of service, career progression, resignation, or retirement at all levels so as to promote fairness and prevent discrimination. 

Recruitment efforts are oriented towards the employment of competent employees who will bring talent, knowledge and experience to their positions and advance BRLFs work.

For Differently Abled Persons, BRLF aims to ensure that no staff member or job applicant is discriminated against on the basis of different abilities in relation to: recruitment, progression, training, and development. Where possible, practically and financially, adjustments will be made to the job or environment to enable the said individual to carry out his/her work.

A member of staff who considers that he/she has a different ability is encouraged to discuss the nature of the different abilities with his/her manager so that the manager better understands any work-related difficulties and appropriate adjustments may be considered.

The main objective of the program is to increase the reach of government welfare schemes and to address challenges in sectors such as education, health, nutrition and innovation in tribal areas, in order to ensure an integrated and focused approach to the socio-economic development of the Scheduled Tribes population in a coordinated and planned manner. Keeping in mind our core competence in the field of CSO facilitation and screening, MoTA has appointed BRLF to carry out a rigorous screening process for shortlisting proposals from different parts of the country on various themes such as education, health and innovation.

Work Force Categories:

  1. Core Professionals: Engaged usually for a three year contract period and their performance is reviewed annually.

  2. Professionals complementing to the Core (No Cost Staff of BRLF)
    Representatives from Donors, UN agencies and other organizations Pro bono Staff consisting of professionals who would be supported by office space and logistics support, travel costs and other related support appropriately.

  3. Consultants Retainer Consultants (RC) would be professionals on a part-time basis. Assignment based Consultants (short term)

  4. Interns Interns (would-be-learners) who turn in for some task delivery and BRLF supports their actual costs and a stipend to meet the living costs.

The Research and Knowledge Vertical of BRLF received grant support from the Statistics and Documents Division of the MoTA to conduct an evaluation study of the scheme. Under this grant, we will explore the processes of the scheme and its impact on the state, VOs/NGOs and community capacities for addressing the health and educational needs of the Scheduled Tribes.

BRLF achieves its key outcomes through strategic engagement with CSOs. We engage actively with CSOs to reduce gaps in program outlays and outcomes through strengthening of democratic institutions of governance at the grassroots, improving quality of implementation of programmes, and scaling up successful models of interventions.

CSOs often struggle to find sufficient and long-term support for significant budget components like HR and operations which directly influence the efficiency and impact the quality of livelihood interventions. Our grant support and capacity building initiatives are geared to help them find opportunities to scale and integrate with large-scale government interventions.

BRLF also enables institutional partnerships between CSOs and state governments to help them leverage programmatic resources available for national and state level programmes and schemes for rural development and livelihoods.           

As of March 2021, BRLF has committed R. 113.39 Cr (USD) toward CSO grants. Partners have leveraged a cumulative total of INR.2035.01 Cr. (USD) from government schemes and raised co-finance of R. 354.75 Cr (USD) from multiple donors. 





Executive MIS

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Program Officer - Eastern Zone

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