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.