Greenpeace is known for its 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 highly skilled candidates who bring an activist spirit, strong leadership capabilities, a hunger for engagement with people, and have a wide diversity of backgrounds and lived experiences. Reporting to the Chief People & Culture Officer, 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 its mission now and in the future. The Talent Acquisition Manager will lead the implementation of our talent acquisition strategies and align them with organizational objectives, often reengineering processes and procedures or building them from the ground up. This role works very closely with Greenpeace leadership, and is responsible for providing consistent and proactive leadership and direction on recruitment and onboarding 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 excluded in the environmental movement.

We are looking for a people-centered Talent Acquisition or Diversity, Equity & Inclusion professional who has a knack for identifying, recruiting and retaining highly skilled talent. 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 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.

This is a full-time, exempt position based in Washington, DC or Oakland, CA.

The Talent Acquisition Manager will:

• Manage the Talent Acquisition Assistant, providing timely feedback, coaching and mentoring, and fostering an environment of continuous evaluation and learning
• Develop and operationalize efficient recruitment strategies that will attract quality and innovative candidates from historically excluded backgrounds and lived experiences
• Track and analyze key metrics for consideration to drive continuous improvement and to make better recruitment decisions to improve quality of hires
• 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 just recruitment practices and hold them accountable to ensuring policies and timelines are followed
• Develop and implement strategies that define and articulate Greenpeace USA’s image, organizational culture, employee value proposition, and key differentiators
• Develop 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
• 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 acquisition policies and practices rooted in justice
• Responsible for managing, improving and deploying the organization’s onboarding program ensuring a consistent and highly effective onboarding experience for new employees
• Maintain knowledge of industry trends and employment legislation and ensure organization’s compliance
• Periodically review and make recommendations to People & Culture leadership for improvement of the organization’s policies, procedures and benefits
• Perform special projects and other responsibilities as assigned