Greenpeace Canada - Director of People and Culture by Oxford HR

Director of People and Culture

January 2024

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.

Director of People and Culture

The Role Role Director of People and Culture

Location Canada (office or remote)

Salary 99,496 CAD

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.

Director of People and Culture

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

Director of People and Culture

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.

Responsibilities 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.

Justice, Equity, Diversity, Inclusion & Safety and Culture • 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). Director of People and Culture

• 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. 5

Responsiblities • 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.

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 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 Director of People and Culture

• 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. 6

Capability Requirements Skills & Knowledge • 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 fast-paced 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

Director of People and Culture

• 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 solutionsoriented attitude. • Emotional intelligence and personal resilience which supports others around you to persist with challenges and bounceback from setbacks. • A focus on and ability to drive, measure and deliver impact and outcomes

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 documents should be saved in PDF in the following format: Your First Name-Your Last Name-Document Name-Date (mmyy) e.g., PatJones-CV-122023-Greenpeace or Pat-JonesCoverLetter-122023-Greenpeace

Timeline Closing Date 25 February 2024

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.

Get in Touch 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 greenpeace-dir-pc@ oxfordhr.com in the first instance.

First stage interviews TBC Final interviews TBC

Director of People and Culture

About Oxford HR Exceptional leaders can have exceptional impact. They can inspire change and propel social and environmental impact 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. At Oxford HR we understand this 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. This motivates us to enable organisations to recruit and support remarkable leaders – to look beyond the obvious choices and find leaders with refreshing perspectives grounded in solid skills and experience. Leaders who can navigate challenging times and intimidating transitions. Leaders who can make a difference in our journey towards an inclusive, equitable and sustainable future. Not only do we appoint and support these leaders, but we also work with our clients in partnership to bridge the gaps in leadership and to strengthen their culture of cohesion and collaboration. • • • • •

Director of People and Culture

More than 300 assignments last year 52% of our longlisted candidates are women 61% of our longlisted candidates are non-EU/UK/US/CAN/AUS/NZ 50% of clients worked with were repeat business 50% of clients worked with were new clients

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