About Climate Emergency Collaboration Group (CECG)
Who We Are
The Climate Emergency Collaboration Group (CECG) is a philanthropic collaboration between some of the world’s largest climate philanthropies. Our mission is to support and build a diverse ecosystem of actors to accelerate international cooperation on climate and low carbon development. Ensuring the success of the annual UNFCCC Conference of the Parties (COPs), and other Multilateral forums is central to CECG’s mission, and we believe these moments have the potential to catalyse collective action, focus impactful organising, and disseminate powerful narratives.
Learn more on our website.
Our Values
Growth Mindset
We are committed to continuous improvement and we take responsibility for our work, ongoing learning and professional growth and enable others to do likewise.
We:
- Create space to reflect and learn from what worked and what did not.
- Proactively and enthusiastically engage with new ideas and ways of doing things.
- Own our own mistakes and learn from them.
- Remain positive, show persistence and resilience in the face of challenges and setbacks.
- Seek to continuously develop our skills and abilities along with our agility to learn.
- Offer feedback responsibly and welcome feedback with gratitude.
- Celebrate others success, taking inspiration from it and remain non judgemental about others failures.
Respect and Trust
We are intentional in cultivating internal and external relationships built on mutual accountability, integrity and respect.
We:
- Build equitable, transparent and sustainable relationships with stakeholders.
- Act in good faith with our colleagues and stakeholders and encourage them to do likewise.
- Responsibly manage and utilise the resources entrusted to us ensuring they are used effectively and ethically to maximise impact in line with CECG’s mission, strategic priorities and organisational objectives.
- Uphold our commitments and encourage others to do likewise.
- Seek to avoid all pretentiousness, meanness, pettiness or disrespect and to care for each other.
- Trust in each other’s skillset and expertise and when we disagree, we do so in an honest and respectful way.
Collaboration
We are collaborative in our approach and encourage others to contribute to ideas creation and decisions and to bring maximum initiative.
We:
- Foster an inclusive environment to enable full participation.
- Seek out diverse contributions and provide space for others to be heard.
- Create maximum transparency and openness through on-going communication and sharing of information.
- Set clear expectations and respectfully hold ourselves and others to account.
- Support conflict resolution constructively and respectfully.
- Proactively identify and constructively address barriers to effective collaboration.
About the Role
The Trustee with HR expertise provides strategic oversight, guidance and challenge on people‑related matters to ensure the charity meets its legal, regulatory and ethical responsibilities as an employer and is well‑governed, inclusive and sustainable. The role supports the Board in setting the charity’s people and culture strategy in alignment with its charitable objectives, values and risk appetite, across both UK and international contexts where relevant.
Key Responsibilities
- Provide strategic oversight and constructive challenge on people, culture and workforce issues, ensuring alignment with the charity’s mission and values.
- Advise the Board on UK employment law and HR good practice, including:
- Employment contracts and policies
- Diversity, equality and inclusion (DEI)
- Pay, benefits and remuneration frameworks
- Performance management and organisational change
- Support the Board’s oversight of international HR considerations, such as:
- Employment models in different jurisdictions
- Cross border staffing, consultants and volunteers
- Safeguarding, duty of care and ethical employment practices
- Advise the CECG Executive Leadership Team on building strong organisational culture, underpinned by integrity, inclusion, accountability and wellbeing.
- Support assurance that the charity has proportionate, up to date HR policies and procedures, including grievance, disciplinary, whistleblowing, safeguarding and health & safety.
- Provide insight into workforce risk, including capacity, resilience, staff wellbeing and retention.
- Where relevant, advise on TUPE, restructuring, mergers, or organisational growth/downsizing.
- Act as a sounding board for senior management on complex or sensitive people matters, while respecting the boundary between governance and management.
- Contribute to oversight of senior leadership appointments, appraisal and succession planning where delegated.
Person Specification
- Senior level experience in Human Resources, People & Culture, or organisational development at director or C-suite level.
- Strong working knowledge of UK employment law and HR best practice.
- Experience advising organisations at Board or senior leadership level.
- Understanding of, or exposure to, international or cross jurisdictional HR issues (e.g. overseas staff, partners, consultants or volunteers).
- Ability to translate complex HR and legal concepts into clear, strategic advice for Trustees.
- Sound judgement, discretion and the ability to handle sensitive issues with integrity and confidentiality.
- Commitment to the principles of good governance, equality, diversity and inclusion.
- Experience within the voluntary, charity or not‑for‑profit sector, or working with resource‑constrained organisations.
- Experience of change management, restructuring or organisational growth.
- Familiarity with Charity Commission expectations relating to trusteeship, employment and governance.
- Professional HR qualification (e.g. CIPD), or equivalent senior‑level experience.
- Ability to interpret People and Culture data and make recommendations for decision making.
- Availability to commit sufficient time to the role, including preparation for and attendance at meetings and events.
- An interest in or knowledge of climate philanthropy.
- Integrity, sound judgment, and collaborative spirit.
Job Features
| Job Category | Environment, Nafeesa |
| Location | UK, remote with the potential for 1-2 in person meetings per year |
| Commitment | 8-12 days a year |
| Remuneration | Voluntary (Unpaid) + reasonable reimbursable expenses |
| Term | 3 years |
| Closing Date | 29th May 2026 |
Apply
Interested in this role? Download the appointment brief below for more information and then come back to this page to apply.
If you have any queries on any aspect of the appointment process, need additional information or require reasonable accommodations to support, please email, Consultant, Nafeesa Usman at nusman@oxfordhr.com in the first instance. Please write in the subject line: ‘CECG – Trustee.’
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Job Features
| Job Category | Environment, Nafeesa |
| Location | UK, remote with the potential for 1-2 in person meetings per year |
| Commitment | 8-12 days a year |
| Remuneration | Voluntary (Unpaid) + reasonable reimbursable expenses |
| Term | 3 years |
| Closing Date | 29th May 2026 |
