International Director of People and Culture

Greenpeace International Flexible, - None Specified -

About Greenpeace International

Greenpeace is an independent global campaigning organisation, which uses peaceful, creative confrontation to expose global environmental problems, and develop solutions for a green and peaceful future.

Their vision is for a greener, fairer, safer planet , one that can sustain life for generations to come. Greenpeace cannot build this future alone, but we can build it together. If you are passionate about defending our natural world and creating positive change, then we want to hear from you.
The heart of Greenpeace has always been its people. Whether you are working in Campaigns, Communications, Engagement, Logistics, Fundraising, Legal, IT/Data, Finance, People & Culture, or Equity, Diversity and Inclusion, we all have an important role to play.

Greenpeace exists because this fragile earth deserves a voice. It needs solutions. It needs change. It needs action. It needs you.

The mission of Greenpeace is to ensure the ability of the earth to nurture life in all its diversity.
That means:
  • Protecting biodiversity in all its forms;
  • Preventing pollution and abuse of the earth’s ocean, land, air and freshwater;
  • Ending all nuclear threats;
  • Promoting peace, global disarmament and non-violence.
If you are passionate about defending our natural world and creating positive change, then we want to hear from you!
Please visit their careers site here, to learn more about working for Greenpeace International and why you should apply.
International Director of People and Culture Role Profile
The Greenpeace International (GPI) Director of People and Culture (IDPC) leads the People and Culture Department and reports to the Chief Operating Officer (COO).
The IDPC will model and drive the organisation’s culture, whilst ensuring the People and Culture strategy and policies are aligned and contribute to the overall Greenpeace strategy. The post holder will apply first hand expertise and understanding of other cultures and contexts, to be innovative in making the Greenpeace network a more diverse, inclusive organisation and a safe workplace for everybody working in Greenpeace. Thereby, enabling Greenpeace, globally and locally, to attract, develop, reward and retain the most talented, and diverse people (staff, ships crew and volunteers) and result in high levels of employee development, engagement and support for Greenpeace.
This role will initiate, oversee and proactively support effective change management practices and champion the innovation required to move in tandem with the evolving external context and be impactful.

The IDPC also leads and manages the development and delivery of the People Strategy across the global Greenpeace organisation, ensuring the right human resources and learning & development systems are in place to support it. Furthermore, the IDPC builds relationships that inspire and motivate national regional organisations (NROs) to closely collaborate and contribute to achieve consistency and strength in best practice.


Duties and Responsibilities

Lead on developing strategy and embedding organisational culture, and provide expertise and support in the areas of Change Management, Culture Change, Equity, Diversity & Inclusion, Performance Management, Employee Relations, Employee Engagement, Policy and Procedure Development, and HR Compliance. Ensure the timely and effective delivery of all People & Culture services.

The International Director of People and Culture will have the following key responsibilities:

1. People and Culture Strategy and Policy
  • Help define the organizational culture goals by creating, building and implementing an innovative approach to people, culture and engagement for Greenpeace International and the Greenpeace network.

  • Co-lead and facilitate the People Committee as a key stakeholder in the development of the relevant policies and strategies.

  • Contribute to the development and realisation of the overall organisational strategy and the GPI strategy from their own functional discipline.

  • Drive the cultural change desired in GPI and, in collaboration with the People Committee, the global organisation.

  • Ensure P&C strategy and policies (Global and GPI) are effectively aligned with and contribute to the overall Greenpeace strategies.

  • Lead the development, refinement and execution of Greenpeace’s global People strategy, policies and practices in order to realize the effective development of people and their performance.

2. Equity, Diversity & Inclusion
  • Drive the culture change required to achieve the ambitions of Diversity and Inclusion by recognising, creating and implementing plans to promote diversity and inclusion within GPI and championing this within the global network.

  • Ensure that Greenpeace have the right systems, agreements, services and policies to effectively manage, provide support and take care of staff dispersed globally.

  • Provide support to Greenpeace’s ambitions for an extensive Justice, Safety and Diversity plan and its delivery. This is a key strategic priority for the organisation. While the Integrity Officer reports directly to the International Executive Director, and this role is not responsible for the local and global integrity work, the IDPC is expected to be proactively engaged in the achievement of goals, including supporting the required P&C processes for some cases.

3. Change Management
  • Foster a culture that embraces change as a ‘common state’, essential to maintain relevance in a constantly evolving world and develop strategies that allow the organisation to go through change more fluidly. Support the identification and implementation of the enablers for this purpose.

  • Co-own the change methodology with stakeholders, lead change implementation efforts directly and through partnership with other senior management members ensuring change readiness through mindset and skill development across GPI.

  • Ensure that GPI has the capacity to support as needed offices that host staff impacted by any change process.

4. Learning and Development
  • Guide the organisation in the pertinent learning and development initiatives to support the capacity and strength of offices to be responsive and impactful as per the organisational strategy.

  • Ensure the development of a Global Learning and Development strategy to guide the organisation towards becoming a learning organisation.

  • Review the efficient use of resources for this purpose by streamlining, automating and coordinating efforts.

  • Create a vibrant L&D community of practitioners to scale up and professionalize the delivery of L&D to staff and volunteers, in order to deliver on the “People Value Proposition” in the People Strategy.

5. HR Services
  • Strengthen and visibilize the delivery of high quality and timely P&C support and services to all GPI staff through innovation and by effectively tackling the internal and external barriers to delivery.

  • Develop a cross functional collaborative partnership with managers in GPI and individual staff members, with the goal of effectively supporting the delivery of Greenpeace’s mission.

  • Develop and lead the implementation of wellbeing initiatives to support staff, including mental health wellbeing initiatives, which promote a healthier and more inclusive work culture where staff can thrive.

  • Lead and provide services to the HR community in NROs 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 GPI has the capacity to provide support from the various P&C dimensions to offices as needed in alignment with priorities.

6. Facilities
  • Supervise the GPI Facilities Unit to ensure provision of a high quality and safe working space, environments, tools and equipment

  • Effective and efficient management of the GPI office lease and supplier contracts; and effective management of travel and events in and by GPI

7. Stakeholder Relationship
  • Build relationships on the basis of value add, business partnering and mutual accountability with stakeholders.

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

  • Be a key stakeholder in working with and in partnership with the GPI Works Council.

  • Contribute to GPI SMT’s strategic conversations to ensure duty of care is recognised.

8. People Resources Management
  • Lead, manage and develop the P&C 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 of the global People strategy.

  • Ensure effective oversight and balance of key priorities for relevant people & culture teams, encouraging a collaborative and inclusive approach.

  • Promote and encourage well-being and an open team culture within the P&C Department, walking the talk for the wider organisation.

  • Ensure the effective management of the allocated budget.

  • Ensure effective accountability and reporting to leadership and governance (SMT, GLT and Board as examples) on progress, performance and issues of concerns

9. Budget management
  • Advocate for reasonable investments in P&C.

  • Manage the People and Culture budget and strategic workforce planning to ensure efficient and effective use of resources according to the standards and systems at Greenpeace International.

Required Competencies

  • Identification with Greenpeace goals and supports its values: Understanding of and commitment to Greenpeace’s core values and a passion for delivering Greenpeace’s mission.
  • Energy: You demonstrate a positive mindset and solutions-oriented attitude by seeing opportunity and new possibilities to make a difference instead of problems and pitfalls. There are solutions out there and we just have to work on them, but if it’s not worth solving, let’s not waste time on it.
  • Energize: You co-act with, and empower others by giving them the space, attention, and freedom they need to perform in their roles. You are also able to demonstrate commitment and conviction by talking with energy, enthusiasm and strong emotion about why you want to achieve something.
  • Edge: You identify and master moments of leadership by displaying a willingness to be fully alert to, and alive in, the present moment and bringing full awareness into critical moments. You are skilled at coping with situations beyond your control and do not lose your cool when things are not going your way.
  • Expertise: You display experience because your knowledge is grounded in solid experience. You have already put together your own proof of concept, and you know what you are talking about.
  • Execute: You are assertive and persistent, demonstrate the ability to effectively lead an operation from inception to completion because you speak up in meetings and are willing to say what you think is right. You get things done and make things happen.

Qualifications and Experience
  • Educational background in Human Resources Development, Organizational Development, Business or Public Management
  • Ability to demonstrate substantial relevant working experience in the HR field, with substantial/relevant senior strategic management-leadership experience within an international/ global organization context.
  • Ability to quickly gain an in-depth understanding of organisational needs, analyse immediate priorities, and engage stakeholders in your vision.
  • To offer creative solutions and outside the box thinking, in order to achieve results, under pressure and in a fast paced working environment.
  • Experience in leading, designing, implementing Global Diversity, Inclusion, Integrity and Culture initiatives - experience in connecting organisational development and programme impact
  • Experience in executing strategic plans into daily practice
  • A strong leader, with exceptional team building skills and experience of leading and stimulating communities of practice empowering people.
  • Ability to manage own wellbeing and effectively promote the wellbeing of all staff.
  • Experienced in leading, managing and supporting teams dispersed around the globe
  • Proven success in building and driving culture and change management strategies, across a complex global network.
  • Experience with managing budgets and processes (preparing, presenting, monitoring)
  • Proven ability to successfully manage key stakeholder relationships, with strong negotiation, communication and presentation skills.
  • Fluency in written and spoken English, with the ability to communicate ideas effectively, invite constructive dialogue and inspire audiences. Additional language skills are advantageous.
  • Ability to demonstrate support for and belief in the core aims and values of Greenpeace.

Terms of Appointment

The successful candidate may be based in a country where one of the independent National/Regional Greenpeace organisations (NRO’s) is located (subject to agreement). See the locations here.

Contract Terms:  Permanent / full time.
Salary + Benefits: This is a permanent / full time position, with a competitive NGO level salary and benefits, the specifics of which depend on the location where the preferred candidate will be based.

How to Apply

If you wish to be considered for this position, please complete the Application Form below on or before 29th October 2021. In addition, we encourage you to please attach a copy of the most recent English version of your CV.

All information will be treated in the strictest confidence as we pride ourselves on our professional service.

If you have an initial query rather than an application, kindly email us at [email protected]-executive.com

SRI Executive is exclusively retained by Greenpeace International to undertake this assignment.

Application form

Personal Details


Work Experience

Professional Skills and Competencies