Are you a senior leader who truly values people, who understands that while systems are important people are more important? Can you deliver systems that help us retain, recruit and train a dynamic and diverse Greenpeace? There is an almost infinite range of Greenpeace people, assistants, advocates, business advisors, boat drivers, campaigners, communicators, cooks, doctors, entrepreneurs, fundraisers … and, on and on … Do you understand that they should all be valued equally, that each has an important and vital role to play. Can you help provide them with an energizing work place, a positive life work balance, and a place where they feel valued and involved?
There has never been a more exciting and challenging time to join us: to lead our HR. Change has always been a constant at Greenpeace, but the rapid pace of change in the world demands big changes in how we work, where our staff are based and how we plan and implement our campaigns. We are growing worldwide and focusing our work in key emerging battlegrounds. Along with the International Executive Team you would play a key role in enabling our people to navigate the internal change and to meet changes we see in the world to write the next chapter in the Greenpeace story to create a green and peaceful future.
Main responsibilities of the HR Director
1. Greenpeace International (GPI) Strategy
Contribute to the overall strategy of GPI, embracing our values, vision and mission, providing advice and support on human resource and people strategy; promote of innovative HR solutions to achieve strategic goals.
2. HR Strategy
Translate the overall organisational strategy into enhanced global HR Strategy, provide vision and guidance and coordination on the implementation of initiatives throughout the global organisation to make sure the HR strategy is effectively translated into local HR strategies, policies and practices.
3. HR Support
Ensure the delivery of high quality and timely HR Support and services to all GPI staff by developing a collaborative partnership with managers in GPI, and individual staff members.
4. National and Regional Offices (NRO) Support
Support Executive Directors of NRO’s with HR functions in general and HR staff in particular in building and leading the global community of HR staff.
5. Leadership & Development (L&D)
Steer the development of L&D of sub-function as a part of the broader HR function across the global organization and create a vibrant L&D community of practitioners to scale up and professionalize the delivery of learning and development of staff and volunteers, in order to deliver on the “People Value Proposition” in the current People strategy.
6. Culture
Practice and promote dynamic leadership, high performance culture, with open and transparent communication processes between staff and management.
7. Relationship Management
Connect and network with peers outside the organization for functional and personal development.
8. People Management
Lead and manage the GPI HR Unit based on key performance indictors, transparency, team work, collaborative relationships across other units, providing support and guidance on HR staff development.
Qualifications and competencies
- Master degree in Human Resources Development, Organizational Development or Business or Public Management
- More than 10 years of relevant working experience, of which minimal 7 years relevant senior strategic management-leadership experience in international/global organization, ideally in associative (federal, con-federal, alliance or franchised) international/global organization
- Proven track of record of working with multi-cultural senior staff and teams
- Proven track of implementing and bringing about significant positive changes in work culture, practices and performance
