Director of People & Culture

Director of People & Culture

About Greenpeace Canada
Greenpeace is an independent campaigning organization, which uses peaceful, creative confrontation to expose global environmental problems and injustice, and develop solutions for a green and peaceful future. Our goal is to ensure the ability of the earth to nurture life in all its diversity. That means we want to protect biodiversity in all its forms; prevent pollution and abuse of the earth’s ocean, land, air and fresh water; end all nuclear threats, and promote peace, global disarmament and non-violence.

Role: Director of People and Culture
Location: Canada (office or remote)
Salary: 99,496 CAD

Closing Date: 11 February 2024

Please apply here

Job Summary
The Greenpeace Canada Director of People and Culture (DPC) leads the People and Culture Department (P&C) and reports to the Executive Director.

The DPC leads and manages the development and delivery of the People Strategy of the organization, ensuring the right human resources and learning & development systems are in place to support it. Furthermore, the DPC builds relationships that inspire and motivate our people across all our operations to closely collaborate and contribute to achieve consistency and strength in leading practice.

The DPC will model and drive the organization’s culture, purpose and values in alignment with the mission and strategy of Greenpeace Canada – defining the priorities and requirements to support the strategic plan of the organization; focusing on achieving our Program Impact. In doing so, the DPC will elevate the level of strategic partnership and the value of the People and Culture team to
the organization.

The post holder will apply first hand expertise and understanding of other cultures and contexts, to be innovative in making Greenpeace Canada a more diverse, inclusive organization and a safe workplace. This will enable Greenpeace Canada, locally and as part of the global network, to attract, develop, reward and retain the most talented people (staff and volunteers) from the widest possible range of backgrounds. Success will be measured by high impact and performance across
the organization and in employee development, engagement, and retention at Greenpeace.

This role will proactively support effective change management practices and champion the innovation required to move in tandem with the rapidly evolving external context and be impactful making Greenpeace Canada a more agile organization.


Major Responsibilities

Lead on developing the People strategy and on continuous development of the organizational culture. Provide expertise and support in the areas of Change Management, Performance Management, Employee Relations, Employee Engagement, staff and Union Relations and Engagement, Justice, Equity, Diversity, Inclusion & Safety (JEDIS), Policy and Procedure Development, and HR Compliance.

People and Culture Strategy and leadership

Help design and deliver the organizational culture goals by creating, building and
implementing an innovative approach to people, culture and engagement centered on our
Program Impact.

Contribute to the development and realization of the overall organizational strategy and
the global strategy.

Ensure HR strategy and policies are effectively aligned with and contribute to overall
Greenpeace Canada 3 year strategy and relevant global plans and commitments.

Lead the development and execution of Greenpeace Canada’s People strategy, policies
and practices to realize the effective development of people and their performance.

Help Drive the culture change required to achieve the ambitions of JEDIS by recognising,
creating and implementing plans to promote diversity and inclusion within Greenpeace
Canada and championing this within Canada and the global network. Work in partnership
with existing teams that are contributing to this strategic priority area for the organization.

Support Greenpeace Canada’s ambitions to adopt and implement a more trauma informed
integrity system that is inline with our current system and our JEDIS principles. (While the
Integrity Officer reports directly to the Executive Director, and this role is not responsible
for the integrity work, the DPC is proactively engaged in the achievement of goals, including
supporting the required process for some cases).

Lead the implementation and the regular review of a Salary and Compensation framework,
in partnership with relevant stakeholders. This is an organizational priority area in line with
our JEDIS commitment and to be a competitive and an equal opportunity employer.

People and Employment Services

Strengthen and modernize the delivery of high quality and timely HR support and services
to all Greenpeace Canada staff. Develop a cross functional collaborative partnership with
managers and unit heads in Greenpeace Canada and individual staff members, with the goal
of effectively supporting the delivery of our mission.

Lead and provide HR services to leaders in Greenpeace Canada to strengthen their ability
to deliver on Programmatic goals. Foster continuous improvements and adaptation of the
most progressive and effective HR and people strategies, policies and initiatives.

Ensure that Greenpeace Canada, with support from the global network, has the capacity to
provide support from the various P&C dimensions to our operations as needed in alignment
with priorities.

Change Management

Foster a culture that embraces change as essential to maintain relevance in a constantly
evolving world and develop strategies that allow the organization to adapt and change
more fluidly.

Own the change methodology, lead change efforts directly and in partnership with other
leaders in the organization ensure change readiness through mindset and skill development
across Greenpeace Canada.

Ensure that the P&C Department has the capacity, capability, systems and tools to support
change processes and needs.

Articulate and deliver an Internal Mobility strategy that will allow greater agility of moving
staff internally whether in Canada or globally to meet the needs of the organization.
Strengthen the operational infrastructure to effectively manage staff movement in Canada
and globally.

Contribute to an organizational mindset that fosters experimentation, learning and
innovation, particularly but not exclusively consolidating a deep organizational
transformation of our digital and technological practices.

Actively promote cross-functional collaboration and a partnership approach that leads to
external impact.

Stakeholder relationship

Build relationships on the basis of value add and business partnering with internal and
external stakeholders.

Proactively develop and maintain good working relationships with colleagues and
stakeholders within as well as outside of the Greenpeace global network.

Lead and Facilitate P&C related initiatives and committees in the organization.

Be a key stakeholder in working in partnership with the Union

Be an active member of and contribute to the Greenpeace Canada Directors’ Council (DC).

People resources and management

Provide high level advice and coaching to people leaders across Greenpeace Canada,
especially in relation to complex or sensitive people and employment management
challenges.

Lead, manage and develop the HR team and staff to ensure their effective performance
through objective setting, performance reviews, coaching, training and development in
order to enable the achievement of the objectives agreed to by the organization.

Develop and implement data driven and technology systems and processes like
dashboards and HR analytics tools in collaboration with other departments to help
Greenpeace Canada make informed people related decisions.

Ensure the effective management of the allocated budget and strategic workforce planning
to ensure efficient and effective use of resources according to the standards and systems
at Greenpeace Canada.

Ensure effective accountability and reporting to leadership and governance (various
internal leadership bodies and Board as examples) on key metrics, progress and
performance.
Decision making:
The position works under the general direction of the Executive Director, and is expected to
manage all related programs and initiatives in the People and Culture domain with a considerable
degree of independence, initiative and innovation.
The position independently plans, develops relevant programs and systems; and develops
recommendations for review by the Directors Council, the Executive Director and from time to
time, the Board of Directors on policies (e.g. salary and compensation, benefits, labor relations).
The position exercises judgment in providing ongoing advice and guidance related to all human
resources processes and initiatives; leading union negotiations; and investigating/resolving
complex employee relations issues.
Decisions made by the position significantly impact the overall effectiveness of Greenpeace
programs and initiatives related to the ability of Greenpeace to attract, retain, develop, motivate
and manage talented people.

This position provides direct supervision and guidance for the current members of the P&C team
and external project consultants we bring in as required. There may be more staff capacity added
to this department depending on the approved People Strategy and priorities.
From time to time they may be required to manage other positions and/or project teams in the
organization.
The position authorizes the payment of invoices and expenditures within approved budget limits.

Skills & Knowledge
Requirements

Human Resource Functional competency: demonstrate a significant level of expertise in:
talent and performance management, organizational change and development, learning
and development, relevant employment and workplace law, and diversity and inclusion
practice at the level of Head of HR/P&C, HR Manager or Senior Business Partner in fastpaced and flexible organizations, with the relevant training and professional certifications.

Advanced interpersonal, communication and influencing skills

Demonstrated strategic thinking and planning skills and knowledge

A track record of applying an intersectional approach to Justice, Equity, Diversity, Inclusion
and Safety at an organizational level.

Demonstrated knowledge of change and project management principles; agile leadership
and systems thinking.

Digital, data and insights savvy

Innovation, change and knowledge sharing expertise

Sound judgment & analytical thinking skills

Conflict resolution and consensus building skills

Management, organization, time & budget management

Negotiation skills

Understanding of organizational resilience and resource planning
Leadership qualities and expertise

Demonstrated passion for and commitment to Greenpeace goals, values and principles.

Strong personal ethics and commitment to high standards of integrity.

An inclusive leadership style where you coordinate, co-act with, empower, motivate and
develop others.

A growth mindset, agility and a solutions-oriented attitude.

Emotional intelligence and personal resilience which supports others around you to persist
with challenges and bounce-back from setbacks.

A focus on and ability to drive, measure and deliver impact and outcomes
Working conditions
The position works in a standard office environment including the flexibility to work from home
and remotely (within Canada). Greenpeace Canada has a 4 day work week.
The position sometimes requires long and/or irregular hours and includes limited domestic and
international travel.
How to Apply
All correspondence, at this stage, should be via Oxford HR. To apply for this post, click on the
“Apply” button on the job advert page, complete our online application form, and submit your CV
and cover letter as two different documents, which should be prepared before applying as they
will be considered in the application process.
The cover letter should be no more than two pages long and explain why you are interested in this
post and how your skills and experience make you a good fit.

The document should be saved in PDF in the following format: Your First Name-Your Last NameDocument Name-Date (mmyy) e.g., Pat-Jones-CV-012023-Greenpeace or Pat-Jones-CoverLetter012023-Greenpeace. Please apply here
Timeline
Closing Date: 11 February 2024
Firststage interviews: TBC
Final interviews: TBC
Selection process
All candidates will receive an update regarding their application after the closing date. We advise
candidates to add the role email to their safe senders list and regularly check their spam folder.
Equality Statement
Equality and diversity are at the core of Greenpeace Canada’s values. Staff are expected to work
collectively and individually to promote a constructive and sensitive approach to others from a
variety of backgrounds, where the work of others is valued and respected.
Queries
If you have any queries on any aspect of the appointment process, need additional information, or
would like to have an informal discussion, please email at greenpeace-dir-pc@oxfordhr.com in the
first instance.

About Oxford HR
Exceptional leaders can inspire change and propel purpose-led organisations towards reaching
their world-changing goals. Finding such leaders can be a challenge; and yet their transition into
leadership is vital to an organisations mission and success.
Oxford HR is a global leadership consultancy dedicated to searching for and supporting
remarkable leaders and teams in purpose-led organisations.
We understand the nuances of purpose-led leadership because we’ve worked in organisations
across the breadth of the sector ourselves. We’ve also worked with such organisations since 1995;
so we appreciate just what benefits impactful people can bring.
,Read More  Greenpeace Canada  

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