Chair

About Greenpeace UK

Greenpeace is a movement of people who are passionate about defending the natural world from destruction.

Our vision is a greener, healthier and more peaceful planet, one that can sustain life for generations to come. We’re independent. We don’t accept any funding from governments, corporations or political parties – our work is funded by ordinary people. That means we’re free to confront governments and corporations responsible for the destruction of the natural world and push for real change.

We do this by investigating, documenting and exposing the causes of environmental destruction. We work to bring about change by lobbying, consumer pressure and mobilising members of the general public. And we take peaceful direct action to protect our Earth and promote solutions for a green and peaceful future.

Greenpeace was founded in 1971 by a small group of concerned individuals, who set sail to Amchitka Island off the coast of Alaska to try and stop a US nuclear weapons test. Their old fishing boat was called “The Greenpeace”. Today, Greenpeace is present in over 40 countries around the world. Our movement is growing every day and our commitment to realising our vision is as strong as ever.

We find ourselves at a pivotal point in human history. Climate change and biodiversity loss are both rapidly accelerating, and we’re seeing and feeling the effects of it ever more – in the changes to our air, sea levels and more extreme weather events, and in the daily warnings of ecological collapse. The need to act to protect our planet has never been so urgent, yet governments and corporations are still dragging their feet. Our mission is to promote radical changes and new solutions to the ways we live on this planet so that we can all call it home for generations to come.

Role Summary

The Board Chair leads the Greenpeace UK board, ensuring its effectiveness in setting and implementing the organisation’s culture, direction, and strategy. The Chair holds a pivotal governance role, providing leadership to the board while line managing the Executive Director(s), maintaining relationships with key stakeholders and upholding the highest standards of transparency and accountability.

Board Leadership & Governance

• Lead the board to ensure its effectiveness in setting and implementing the organisation’s culture, direction, and strategy.
• Approve the annual budget and risk management plan and monitor these to ensure delivery.
• Focus the board on strategic matters, prioritising long-term goals and planning.
• Maintain high standards of governance, foster transparency, and ensure the organisation holds itself accountable to its stakeholders.
• Ensure director awareness and compliance with legal and regulatory requirements, including requirements in the Articles of Association.
• Ensure that the board annually reviews its structure, skills, effectiveness, delegations and key policies, and implements agreed changes as necessary.
• Act as a representative and spokesperson for the organisation as necessary.
• Chair Board meetings and the AGM.
• Liaise with the board Executive Director’s office to arrange meetings, set agendas, chair meetings, present correct information to the voting members, and ensure meetings are well run and focused on delivering the organisation’s work.
• Lead on drafting the board report for the AGM.
• Be the last resort for any whistleblowing or appeals against dismissal.

Board Member Relationships

• Manage board member relationships to foster a positive board culture, including ensuring the Board has the policies it needs.
• Lead on the appraisal and development of directors.
• Encourage board members to support the organisation’s fundraising efforts.

Line Management of Executive Director(s)

• Line manage the Executive Director(s), by supporting, positively challenging and holding them to account, including working with the Board to approve a scheme of delegation and appraisal of the Executive Director(s).
• Meet with the Executive Director(s) regularly to discuss legal, HR, financial, campaign and other matters.
• Sign off Executive Director(s) expenses.

Stakeholder Relationships & Collaborative Working

• Maintain a good relationship with the organisation’s Voting Members as the main point of formal contact.
• Maintain a good relationship with the Greenpeace Environmental Trust Board.
• Maintain a good relationship with Greenpeace International (GPI) representatives through representation on the GPI Council of Trustees (either directly or through another board member), and with the International Executive Director(s), the UK’s Development manager at GPI and other GPI staff.
• Work collaboratively with all those involved to build trust in the board and each other.
• Engage with difficult decisions, support board members, and maintain integrity.
• Be prepared to be held accountable for the actions of the board.

We are looking for candidates who bring

• Experience serving as a board director or a charity trustee.
• The ability to fulfill the legal functions of a board member, including but not limited to strategic oversight, financial oversight, good governance, resource management, and safeguarding.
• Strong understanding of environmental, biodiversity, and climate issues, and the wider movement.
• Demonstrable understanding or experience of political activism.
• A sound understanding of organisational risk, with an appetite and judgement to engage in a context where activities (such as non-violent direct action) may carry legal consequences.
• Capacity to contribute approximately 20 days per year, not including emergencies.
• Availability to attend board meetings, sub committees and other occasional meetings as required, typically held at Greenpeace UK’s London office.
• Ability to respond quickly to evolving time-critical situations with significant implications.
• Familiarity and commitment to the values and aims of Greenpeace.
• No significant conflicts of interest.

Highly Desirable Criteria

• Understanding how an organisation like Greenpeace UK operates. For example, through prior employment, board experience or close association.
• Knowledge or experience of non-violent direct action, including through participation or collaboration with movement partners.

Eligibility Note

Candidates must not have been employed by Greenpeace UK or another Greenpeace office for a period of at least 3 years before joining the board. They must also not have ongoing significant contractual work with any Greenpeace organisation.

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