G3. Big Green

On the Idaho-Montana border lies a vast wild landscape. Millions of acres in size, this rugged and roadless country is prime grizzly bear territory. The problem? Instead of being home to a large, thriving population of bears, grizzlies are few and far between. This is the Bitterroot, or what grizzly conservationists call the Bitterroot Ecosystem Recovery Zone. 

The Bitterroot Ecosystem (pink zone on the map) is one of the critical recovery zones for grizzlies in the Northern Rockies. Map credit: USFWS

Scientists have long seen the Bitterroot as a key place for grizzly recovery because the area could support large populations of grizzly bears and help connect populations of grizzlies throughout the Northern Rockies. An exciting new report from the Flathead-Lolo-Bitterroot Task Force and WildEarth Guardians shows that female grizzlies could occupy the Bitterroot within five years!

Specifically, the report estimates the contiguous Northern Continental Divide Ecosystem population could move six miles into the Bitterroot within 5 years, and after 15 years move 18-25 miles to occupy more of the area. At that point dispersers ahead of the main population would move deeper into the Bitterroot. Full report can be found below.

But grizzly bears won’t make it to the Bitterroot without our help. Montana and Wyoming have formally petitioned the U.S. Fish & Wildlife Service to remove Endangered Species Act protections for grizzlies in the Northern Continental Divide Ecosystem and Greater Yellowstone.

Even with existing protections, grizzly bears already confront relentless lethal threats – poaching, trapping, train collisions, climate change, road construction, logging, and more. Further, Montana’s proposed grizzly bear management plan and new state laws and regulations make it easier for people to trap or kill wandering bears. 

Grizzlies can’t return to the wild Bitterroot if they are shot, caught in a wolf trap, or run over by a freight train on the way there. To ensure grizzly bears can successfully reach the Bitterroot, the report finds it will be essential to keep Endangered Species Act protections in place. The report also recommends: 

• Minimizing grizzly killings caused by people;
• Constructing wildlife crossings over highways and rail lines at key locations to allow grizzlies safe passage across them; 
• Expanding rules and public education to improve food storage and other attractants, like garbage, to avoid attracting bears to places where they could come into conflict with people; and
• Reducing the number and density of roads that disturb grizzlies in core habitats and connectivity corridors.

You can make a difference. Soon, the U.S. Fish and Wildlife will be considering different options for restoring the Bitterroot grizzly bear population, and the public will have an opportunity to weigh in. We will need your voice. 

Sign up for our email list to stay up to date with our work protecting bears in the Northern Rockies, and get alerted when there are opportunities to take action for grizzlies and the wild places they call home. 

Grizzly bear and cub. Photo by Sam Parks.

The post Report: Grizzly bears returning to the wild Bitterroot appeared first on WildEarth Guardians.

ABOUT RAN

For more than 30 years, Rainforest Action Network (RAN) has campaigned to preserve forests, protect the climate and uphold human rights by challenging corporate power and systemic injustice through research, education, partnerships, peaceful direct action, grassroots organizing, strategic campaigns and communications. We are committed to working with Indigenous and frontline communities directly impacted by profit-driven systems of injustice. In partnership with allies from around the world, RAN challenges corporations to stop destructive operations, respect human rights, and adopt policies that reduce their contributions to climate change.

RACIAL JUSTICE, DIVERSITY AND EQUITY

RAN strives to integrate values of equity and fairness into our work, which includes bringing an intentional racial justice and cultural equity analysis to our programmatic work and organizational structure. We strive to create an internal culture built on mutual trust, collaboration, and respect where all staff feel supported, valued, and heard.

RAN values diversity in race, class, gender, culture, and religion, and implements programs internally to ensure that staff, board, and activists understand and adopt anti-oppression principles. For more information about RAN’s history, culture, and philosophy, please visit RAN’s website.

THE POSITION

RAN’s Climate and Energy Program focuses on shifting financial flows away from fossil fuels towards a just energy transition and getting the world’s largest banks and insurance companies to develop and implement comprehensive climate and human right policies.

RAN is looking for a Campaign Director to support the Climate and Energy Program’s campaign strategies to push banks and insurance companies to shift funding away from fossil fuels towards a sustainable, equitable and people centered energy transition. The Campaign Director will work closely with the campaign team to develop and execute comprehensive inside-outside finance campaign strategies. The Campaigns Director will also be responsible for strengthening collaboration with allies, leading policy advocacy with key decision makers, and managing a fast paced team. The ideal candidate will be a collaborative and strategic thinker with a deep commitment to climate and racial justice, and relevant campaigning experience.

RESPONSIBILITIES:

• Oversee and support comprehensive inside-outside campaign strategies for banks and insurance companies ensuring effective coordination across digital, communications and organizing
• Support the banks and insurance campaigners in planning and prioritization with responsibility for monitoring progress towards goals and adapting strategy to better meet objectives where appropriate.
• Strengthen alignment with the forests and finance campaign efforts enhancing synergies across demand sets and targets
• Build and maintain strategic partnerships, and strengthen collaboration with movement allies and frontline partners. Participate actively in coalitions and, where appropriate, lead them.
• Lead policy analysis and advocacy on energy finance issues identifying emerging issues, trends and opportunities to influence financial institutions, and support campaigners to engage in effective policy dialogue and high level negotiations with campaign targets.
• Support the team in developing and executing creative and compelling campaign frames and tactics, identifying key moments and opportunities to pressure target audiences and decision makers.
• Direct and support research to be used for crafting campaign strategy or for specific campaign goals and activities;
• Manage a fast-paced, highly effective and flexible team working on corporate campaigns, with responsibility for supervising, mentoring and hiring multiple direct and in direct reports.
• Represent RAN as a spokesperson with media and at public events;
• In collaboration with the Climate & Energy Program Director and the Development team, contribute to cultivating funders and developing fundraising proposals.
• Contribute to building an inclusive and collaborative team culture.

QUALIFICATIONS:

• Minimum 10 years of professional experience with at least 5 years of experience in climate policy and/or campaigning, or equivalent transferable experience, is required;
• Background in climate and energy and/or finance or other related fields with a willingness and ability to learn and digest complex information.
• A proven track record of working effectively, and building and maintaining relationships in teams, partnerships, coalitions, and other shared spaces (both internally and in external groups).
• Excellent written and verbal communication skills in English;
• Strong analytical, decision-making, strategic facilitation, problem solving and prioritization skills;
• At least 3 years of prior experience managing and coaching staff and teams,
• Excellent project management and organizational skills and ability to handle simultaneous deadlines and work independently;
• Commitment to climate justice, human and Indigenous rights, racial justice and equity, and an awareness and sensitivity to the needs and concerns of individuals from diverse cultures, backgrounds and orientations.
• Experience with or interest in learning about non-violent direct action;
• Willingness to travel for up to 20% of the time.

COMPENSATION AND BENEFITS

This is a full-time position with an anticipated starting salary range of $105k to $115k commensurate with experience. Due to the nature of this position’s engagement with team members in the US, there is a preference for candidates who are able to overlap with US time zones for at least four hours in a day. RAN has staff in time zones across the world, and staff are expected to work flexibly in order to connect with colleagues.

Benefits include 100% RAN-paid health, dental and vision insurance for the staff person and their partner/family, four weeks PTO (increases to five weeks after two years) as well as paid sick leave, a paid winter break, and a retirement plan with a 3% employer match. Additionally, after every five years of service, staff are eligible for a 12-week fully-paid sabbatical.

BARGAINING UNIT STATUS

RAN is a union workplace; our staff are represented by RAN Alliance for Workers’ Rights (RAWR) via CWA 9415. This position is excluded from the unit.

EQUAL OPPORTUNITY AND ACCESS

RAN is an equal opportunity employer and is committed to providing all people with equal access to employment and volunteer opportunities. If you need assistance with accommodations during our interview or employment processes, please contact HR@ran.org. We encourage applicants of color and from other historically excluded identities to apply for this position.

TO APPLY

Please use the link below to submit a resume and cover letter. For optimal consideration, please apply by January 22, 2024.

APPLICATION LINK: https://rainforest-action-network.breezy.hr/p/cb9b8da09e35-campaign-director-energy-finance

The post Campaign Director – Energy Finance appeared first on Rainforest Action Network.

ABOUT RAN

For more than 30 years, Rainforest Action Network (RAN) has campaigned to preserve forests, protect the climate and uphold human rights by challenging corporate power and systemic injustice through research, education, partnerships, non-violent direct action, grassroots organizing, strategic campaigns and communications. We are committed to working with Indigenous communities and frontline communities directly impacted by profit-driven systems of injustice. In partnership with allies from around the world, RAN challenges corporations to stop destructive operations, respect human rights, and adopt comprehensive policies that reduce their contributions to climate change. RAN is committed to doing what is necessary, not only what is considered politically feasible.

RACIAL JUSTICE, DIVERSITY AND EQUITY

RAN strives to integrate values of equity and fairness into our work, which includes bringing an intentional racial justice and cultural equity analysis to our programmatic work and organizational structure. We strive to create an internal culture built on mutual trust, collaboration, and respect where all staff feel supported, valued, and heard.

RAN values diversity in race, class, gender, culture, and religion, and implements programs internally to ensure that staff, board, and activists understand and adopt anti-oppression principles. For more information about RAN’s history, culture, and philosophy, please visit RAN’s website.

THE POSITION

We are seeking a collaborative individual to join our team as People and Culture Engagement Manager. This position will build collaborative relationships across RAN in order to champion our people-centric culture, and will implement and refine HR strategies to enhance staff engagement, development, and wellbeing. This position reports to the P&C Director and works in collaboration with the P&C Operations Specialist.

RESPONSIBILITIES

Organizational Culture and Justice, Equity, Diversity and Inclusion

• Contribute to the ongoing development and implementation of strategic P&C programs that champion RAN’s values and a supportive, inclusive, and equitable working environment for all staff
• Foster collaboration, communication, and engagement through daily interactions
• Partner with cross-functional teams to contribute to initiatives that support RAN’s commitment to JEDI principles
• Participate in cross-functional work such as the Racial Justice Advisory Group, FUN Committee, Retreat Planning Committees, etc
• Partner with the P&C Ops Specialist to deliver regular HR communications to staff that enhance staff experience

Staff Experience

• Hiring: Support recruitment for all open roles to achieve fair and consistent hiring
  • Lead or participate in hiring processes as relevant
  • Support hiring managers in developing job descriptions
• Staff Development: Promote and drive best practices initiatives that support staff growth and engagement
  • Deliver robust onboarding for all new hires; refresh onboarding for long-term staff
  • Provide direct support, coaching, and thought partnership for staff in various aspects of HR
  • Promote and support a culture of open and constructive feedback, staff consultation, learning, and accountability
  • Partner with the P&C Ops Specialist on performance evaluations
  • Develop and support professional growth pathways for support, in conjunction with managers
  • Assist with building out staff growth and development pathways
  • Develop and deliver trainings that enhance staff experience and promote RAN’s values
  • Support RAN’s staff and managers through disciplinary processes, where relevant

HR Service, Operations, and Compliance

• Provide efficient, professional, timely, and compassionate HR support on a wide variety of topics
• Ensure and maintain legal compliance in all staff matters, including international staff jurisdictions.
  • Maintain knowledge of HR industry trends and policy updates relevant to the nonprofit sector
  • Work to ensure compliance with state and federal employment laws and regulations, appropriate record keeping, and benefits administration.
• Collaborate with the P&C Ops Specialist to ensure that HR systems meet the organization’s personnel needs; partner to research and implement new systems as needed.
• Work with the P&C Director on special projects, such as international salary assessment, annual U.S. staff salary benchmarking, PEO evaluation, etc.
• Work collaboratively to interpret and uphold union-related contracts

QUALIFICATIONS

• Minimum 5 years of total experience in Human Resources or a similar role, at least 2 of which have been in an HR role involving extensive staff engagement, is required. Examples of past experience will include organizational culture work, staff training, coaching and facilitation, recruitment and onboarding, HR compliance, and general compensation and benefits work.
• Demonstrated experience in promoting positive staff relations and organizational culture.
• Proven ability to build trust and goodwill with staff and senior management.
• Experience facilitating a diverse, equitable, and inclusive work culture that encourages and celebrates differences with a strong commitment to creating a workplace culture grounded in the values of justice, equity, diversity and inclusion.
• Strong communication skills that convey clarity and directness and comfort with individual and group mediation, facilitating conversations, giving and receiving feedback, and openness to generative conflict.
• A keen awareness and ability to consult with staff and adapt practices and processes to address the varied needs and concerns of individuals with diverse backgrounds and cultures, working remotely, both domestically and internationally.
• Experience in supporting organizational effectiveness, staff development, and fair and consistent performance management practices.
• Strong ability to prioritize, manage projects, and work autonomously as well as on a team.
• Experience working in a unionized environment is a plus, but not required.

COMPENSATION AND BENEFITS

This is a full-time position with an anticipated starting salary range of $75000 to $85000 commensurate with experience. RAN has staff distributed across the US, Europe, and Asia Pacific so applicants should be prepared to work flexible hours, including at least 4 hours of overlap with the Pacific time zone for most working days.

Benefits include 100% RAN-paid health, dental and vision insurance for the staff person and their partner/family, four weeks PTO (increases to five weeks after two years) as well as paid sick leave, a paid winter break, and a retirement plan with a 3% employer match. Additionally, after every five years of service, staff are eligible for a 12-week fully-paid sabbatical.

BARGAINING UNIT STATUS

RAN is a union workplace; our staff are represented by RAN Alliance for Workers’ Rights (RAWR) via CWA 9415. This position is excluded from the unit.

EQUAL OPPORTUNITY AND ACCESS

RAN is an equal opportunity employer and is committed to providing all people with equal access to employment and volunteer opportunities. If you need assistance with accommodations during our interview or employment processes, please contact HR@ran.org. We encourage applicants of color, diverse identities, and from historically excluded identities to apply for this position.

TO APPLY

Please use the link below to submit a resume and cover letter. For optimal consideration, please submit your application by January 15, 2024.
https://rainforest-action-network.breezy.hr/p/75b75a731d45-people-and-culture-manager-staff-engagement

The post People & Culture Engagement Manager appeared first on Rainforest Action Network.