Talent Acquisition Manager

US-DC | US-CA-San Francisco
2 months ago(11/22/2017 1:32 PM)
Job ID
# of Openings
Human Resources


Greenpeace is a global, independent campaigning organization that uses peaceful protest and creative communication to expose global environmental problems and promote solutions that are essential to a green and peaceful future. Greenpeace started as a group of thoughtful, committed citizens protesting nuclear testing back in 1971, and we have grown to an international organization with offices in more than 50 countries and 2.8 million members worldwide. Over the past 45 years, our committed activists and supporters have come together to ban commercial whaling, convince the world’s leaders to stop nuclear testing, protect Antarctica, and so much more! 




Greenpeace is  known for it’s creative communications and non violent direct action -- and for the people behind them. As part of our Talent Acquisition team, you're charged with finding the most creative and interesting candidates who bring an activist spirit, strong leadership capabilities,  a hunger for engagement, and innovation and have a wide diversity of backgrounds and lived experiences. Reporting to the Deputy Director of People & Culture, the Talent Acquisition Manager is responsible for collaborating with managers and external partners to attract, recruit, develop and retain the best talent; ensuring that Greenpeace can seamlessly achieve it’s mission now and in the future. The Talent Acquisition Manager will  develop and lead our talent acquisition strategies and align them with organizational objectives, often reengineering process and procedures or building them from the ground up. The incumbent will develop and lead all full cycle recruitment strategies including but not limited to planning, forecasting, auditing  for compliance, and analyzing data to make our hiring processes smarter and more efficient.  

This role works very closely with Greenpeace leadership and is responsible for providing consistent and proactive leadership, direction and strategy on talent and human resources procedures, practices, policies and benefits. Greenpeace values equity and diversity, both internally and throughout our efforts worldwide.  This role will serve as a champion for equity and diversity in recruitment, hiring, and selection, and in the development, implementation, and evaluation of internal practices and policies. Your  role is not only to find the most highly-skilled talent in the market, but also ensure representation of  the highly-skilled talent that has been historically underrepresented in the environmental movement!

We are looking for a seasoned Talent Acquisition or Diversity & Inclusion professional who has a knack for identifying, recruiting and retaining superstars! This role will be a good fit if you are a self starter, creative and driven, with communication savvy that allows you to develop lasting relationships across across a wide diversity of  people and networks. You are passionate about justice and equity and unafraid to disrupt recruitment and selection processes to challenge our staff and managers to prioritize equity and overcome implicit bias. Most importantly, you  have the intellectual curiosity, problem solving capability and courage to challenge the status quo to ensure equitable outcomes in all of our talent acquisition operations!



  1. Talent Acquisition, planning, and strategy
  • Develop and operationalize efficient recruitment strategies that will attract that will attract quality and innovative candidates from a wide diversity of backgrounds and lived experiences.
  • Ensure organizational alignment through the examination of workforce plans, labor market trends, and global considerations.
  • Conduct workforce segmentation analysis to understand the different workforce segments, related positions within these segments, and to identify, compare and contrast the skills, competencies, and experiences necessary for success in each position or segment.
  • Define candidate audiences for an understanding of the key audiences Greenpeace USA needs to source.
  • Track and analyze key metrics for consideration to drive continuous improvement and to make better recruitment decisions to improve quality of hires.
  • Develop, implement, and manage talent acquisition initiatives and processes for professional and fellowship positions nationally.
  • Consult with organizational leadership to establish strategic partnerships and provide proactive support.
  • Partner with hiring managers to create accurate job descriptions that include the knowledge, skills and abilities necessary for each role.
  • Provide training and coaching to  hiring managers on best recruitment practices and hold them accountable to ensuring policies and timelines are followed.


  1. Employment Branding


  • Develop  and implement   strategies that  define and  articulate Greenpeace USA’s image, organizational culture, employee value proposition, and key differentiators.
  • Development  a robust online career center and social recruitment presence that will attract diverse and qualified talent.
  • Work to  advance the market position of the organization to attract quality candidates through community outreach, social media, professional engagement, and networking.



  1. Relationship management
  • Cultivate and maintain relationships with vendors, external training partners, community networks, special interest groups, and allied organizations.
  • Proactively identify a diverse pool of strong talent for current and future leadership positions through candidate relationship management.
  • Champion talent processes and policies rooted in equitable practices.
  • Provide consultation to management on strategic staffing plans.
  • Periodically review and make recommendations to People & Culture leadership for improvement of the organization's policies, procedures and benefits.

  1. Recruiting and Onboarding


  • Audit, evaluate and continuously improve onboarding practices to ensure as consistent and highly effective onboarding program.
  • Source, screen, interview, assess, select, and hire talent.
  • Maintain knowledge of industry trends and employment legislation and ensures organization's compliance.
  • Ensure internal hiring policy and processes are followed.




  • Bachelor’s degree in HR, Business or related field or equivalent experience




  • 5-7 years progressive track record in recruitment or diversity and inclusion leadership
  • 2-3 years of designing and executing diversity  and equity strategies to achieve strategic goals and objectives
  • Experience with ATS systems, social media, and recruiting process workflows
  • Non-profit experience a plus


Skills and Abilities:


  • Knowledge, expertise, and creativity in developing targeted sourcing plans including social networking sites, college campuses, driving internal referral programs, etc
  • Excellent interpersonal skills, communication skills, judgement and integrity coupled with high degree of integrity and trust; able to successfully partner with managers and leaders across the organization to effectively address issues, develop solutions and implement programs
  • Strong project leadership and project planning skills to enable the delivery of projects to time, to budget and to deliver clear objectives
  • Ability to  navigate issues related to diversity, equity, and inclusion and bring a deep commitment to advancing these values.
  • Ability to identify ways that bias impacts hiring and retention and can drive solutions to lead to equitable outcomes.
  • A natural sense of humor and dedicated lifelong learner in the fields of Social Justice, Diversity, Inclusion, and Equity.
  • Excellent presentation, project management, and facilitation skills
  • Solid understanding of Human Resources standards, employment laws and policies.
  • Ability to manage  multiple and changing priorities effectively
  • Ability to work autonomously and collaboratively within teams
  • Capacity to effectively establish relationships and build rapport with senior leadership.
  • Identification with Greenpeace goals and supportive of Greenpeace values


Greenpeace USA values a healthy work-life balance and has flexible, family-friendly employment policies. Our competitive benefits package for full-time employees includes medical, dental, and vision coverage with low contributions from staff. We have options for pre-tax flexible spending accounts for medical and dependent care costs. Greenpeace employees enjoy generous 401K matching and time off for vacation, sick, personal, and parental leave. After five years, staff are eligible for a paid sabbatical. To encourage public transportation use and biking, we offer subsidies for staff who choose to bike or ride mass transit to work. Greenpeace is committed to the growth and development of staff and fostering a creative workplace culture. For more information, check out our benefits plans.


Commitment to Diversity:


Greenpeace welcomes and values diversity of people, cultural experiences and perspectives. Through our campaigning, we create solutions that promote environmental sustainability rooted in social justice. Our mission is to create a diverse and inclusive work environment that is a reflection of the global campaigns and missions that we champion.


Sorry the Share function is not working properly at this moment. Please refresh the page and try again later.
Share on your newsfeed