350.org is building a global grassroots movement to solve the climate crisis. Our online campaigns, grassroots organizing, and mass public actions are led from the bottom up by thousands of volunteer organizers in over 188 countries. 350.org works hard to organize in a new way—everywhere at once, using online tools to facilitate strategic offline action. We want to be a laboratory for the best ways to strengthen the climate movement and catalyze transformation around the world. The values that guide and drive our work are listed here.
350.org is an equal opportunity employer. 350.org strives to be an inclusive and collaborative group of people who bring a variety of approaches to the work we do. We’re committed to the principles of justice, and we try to build a safe workplace where everyone is treated fairly and enjoys working together. We value new perspectives, ideas of all sorts, and different ways of working. Diverse perspectives and experiences improve the way 350.org carries out our work – including what we decide to work on and how creatively/effectively we do that. We do our best to make staff positions accessible to all potential team members, regardless of race, national origin, ethnicity, age, disability, assigned gender, gender expression or identity, sexual orientation or identity, religion or creed, veteran status, marital or parental status, and genetic information. We also strive to include team members in communities most impacted by climate change or impacted by other kinds of environmental, social, and economic injustice.
About the Director of People & Culture
The Director of People and Culture is responsible for leading the strategic direction of human resources and organizational development of 350.org. Responsible for championing the culture and values of 350.org, this role will work with senior leaders, management and staff in creating and implementing a strategy that attracts, retains and develops talents and seeks to develop an employee-oriented, high performance culture that emphasizes diversity, equity, inclusion, collaboration, kindness and excellence.
This role is responsible for leading and managing the entire employee lifecycle, and the development of new people-related systems, policies, processes and metrics that support the achievement of 350’s Theory of Change, organizational goals and strategic objectives and in line with 350’s management philosophy.
The Director of People and Culture is responsible for establishing best practices for the organization, administering compensation and benefits, performance management, HR compliance and advising managers and staff on talent acquisition and management around the world.
The Director of People is also responsible for leading and managing the People and Culture Team and its budget.
Duties and Responsibilities:
- Provide Leadership to all staff, fostering a collaborative work environment and overseeing all employee relations.
- Develop long-term and short-term human resources and organizational development strategies and programs that are aligned with the overall organizational goals and strategic objectives of 350.org.
- Work collaboratively with senior leadership, line managers, People and Culture team, and other stakeholders to build a culture of diversity, equity, inclusion, collaboration, kindness and excellence.
- In collaboration with 350.org leadership, facilitate high level organizational discussions, including discussions on organizational structure/design, culture and leadership/management development.
- In collaboration with line managers and members of the People and Culture Team, supervise the resolution of employee relations and organizational development issues across the organization.
- Work with legal counsel to ensure compliance with international labor laws, conducting HR audits as necessary; and resolve complex employee relations issues in a balanced, fair and objective manner, using appropriate counseling, investigative, invention and mediation techniques.
- In collaboration with labor relations counsel and other senior leadership, oversee 350.org’s labor relations and provide leadership and direction during collective bargaining.
- Oversee the development of tools and guidelines to support and implement policies and procedures, domestic and international employment agreements, development of HRIS, specific country office employee manuals, benefit summaries and compensation guidelines.
- Oversee the development and maintenance of HR metrics and people data to inform key decisions.
- Lead the development and execution of employee engagement and retention strategies, plans, and initiatives including the design and implementation of a training, mentoring and professional development and succession plans, ensuring that these strategies and processes are centered on DEI.
- Lead and oversee the development and fair administration of total rewards strategy and structure.
- Coach managers and staff, when necessary.
- Develop and monitor annual team budget, goals and objectives and work plan.
- Inspire, lead and manage a team of HR and OD professionals.
- Other HR related tasks and initiatives as assigned from time to time by the line manager or the leadership team.
- Technical HR: Strong familiarity with international, local, state and federal employment laws and regulations. Strong background in supporting talent acquisition, talent management and development, employee relations, coaching, conflict resolution, compensation and benefits administration.
- Ethical Practice: Ability to make sound judgment, exercise discretion and credibility, and act as an agent who promotes fairness, integrity and accountability across the organization. Must believe and embrace 350.org’s vision, mission, and progressive values.
- Relationship Management: Ability to build, nurture, promote and influence healthy work relationships and to work as an effective member of the team and the organization. Ability to create a safe space for management and staff to discuss work issues and to manage conflict, while supporting the organization. Ability to interact with staff from diverse cultures and backgrounds with sensitivity and respect.
- Self-Management: Ability to set professional boundaries. Resilient and able to manage self and keep composure in times of stress. Able to work independently with minimum supervision.
- Communication: Effectively craft and deliver concise and informative communications. Ability to listen to and address the concerns of others, and to transfer and translate information from one level or team of the organization to another.
- Justice and Equity: Strong commitment to workplace justice, diversity, equity and inclusion. Must embrace the principles and apply them to day-to-day work.
- Achieving results: Setting strategic direction and ensuring work plans consider multiple priorities, dependencies and competing deadlines. Organized, detail oriented and accurate.
- Bachelor’s Degree or equivalent work experience.
- At least ten (10) years of experience in Human Resources and Organizational Development.
- At least five (5) years of experience in leadership and management.
- Previous union experience and strong understanding of the US NLRA.
- Strong US and Global HR experience.
- Understand and embrace progressive values.
Desired (but not required) skills and experiences
- Previous experience in global not-for-profit
- PHR, SHRM-CP or CCP Certification
- Proficiency in Google Drive, Slack and Zoom.
- Proficiency in Namely and Greenhouse
Position Type: Full Time
Work Environment: Mostly working remotely. May be asked occasionally to work in an office.
Travel: May occasionally travel from time to time (domestic and international)
Location: This is a global and remote position. For US Candidates: This position can be performed from our DC, Brooklyn, or Oakland office, or remotely in the following states: CA, CO, GA, MD, MA, ME, MT, NY, NC, PA, VT, VA, WA, or Washington, DC.
If you have suggestions for us on how to do this better, we really value your input and strongly encourage you to write to us at email@example.com with the subject line ‘Hiring Feedback’.