Required Qualifications

• Bachelor’s degree in HR, Organisational Development, Business Administration, International Relations, or a related field.
  
• 4–6 years of experience in HR, talent management, organisational development, and mobility.
  
• Experience supporting HR processes or talent development programmes in multicultural, international environments.
  
• Experience supporting performance management, talent, or learning processes in multicultural, international environments.
  
• Experience working with managers on people-related processes and navigating sensitive conversations with professionalism and care.
  

Required Skills and Competencies

• Strong understanding of inclusive, development-focused performance management practices.
  
• Ability to translate frameworks and policies into practical, user-friendly tools and guidance.
  
• Analytical skills, with the ability to derive insights from qualitative and quantitative data.
  
• Strong communication skills, with the ability to explain concepts clearly and build trust with stakeholders.
  
• High attention to detail, organisational skills, and ability to manage multiple processes simultaneously.
  
• Fluency in English; knowledge of additional languages is an asset.
  
• Embraces the WWF mission and values of the organisation: Courage, Integrity, Respect & Collaboration.
  

Performance Management Framework & Processes

• Support the design, implementation, and continuous improvement of WWF International’s performance management framework, tools, and annual cycles.
  
• Ensure performance processes are clear, consistent, and aligned with WWF values, leadership behaviours, and organisational priorities.
  
• Coordinate annual performance milestones (goal setting, mid-cycle reviews, end-of-year reviews), ensuring timely guidance and support.
  

Guidance, Capability Building & Support

• Provide guidance to managers and staff on performance conversations, goal setting, feedback, and development planning.
  
• Support capacity building initiatives that strengthen managers’ confidence in having constructive, inclusive performance and development discussions.
  
• Promote approaches that recognise different strengths, learning styles, and stages of development.
  

Performance, Potential & Development

• Support the integration of performance, potential, and development perspectives ensuring performance management enables growth, mobility, and retention of talent across the organisation.
  
• Contribute to links between performance management, learning, leadership development, and talent processes (succession planning, internal mobility).
  

Data, Insights & Continuous Improvement

• Monitor and analyse performance management data and trends to identify risks, strengths, and opportunities for improvement.
  
• Prepare insights and summaries for P&C colleagues and leadership to support evidence-based decision-making.
  
• Support evaluations of performance processes and recommend enhancements based on feedback and data.
  

Collaboration & Stakeholder Engagement

• Work closely with Senior Business Partners, the Talent Development Team, and other P&C specialists to ensure alignment and coherence across people processes.
  
• Support and prepare organisation-wide communications and guidance related to performance management.