MISSION OF THE DEPARTMENT

To build a thriving, future-ready WWF workforce by ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy.

• Embed WWF’s core values and standards to strengthen the culture and create the right working environment across the Network.
• Develop and maintain P&C standards, policies, systems, and platforms that attract, develop, and retain the right people for the organisation.
• Create the conditions for high performance, ensuring that staff can perform at their fullest potential and maximise their contribution to WWF’s conservation goals.

MAJOR FUNCTIONS

The Director Talent Development leads WWF International’s global approach to talent development, ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy. The role drives a cohesive, future-focused talent development agenda; spanning leadership development, learning frameworks, capability building, succession planning, and talent mobility, while fostering an inclusive, values‑driven culture across the WWF Network.

• Lead the strategic design and execution of a global talent development strategy aligned with WWF’s organisational priorities.
• Build leadership capability across all levels, with emphasis on purpose-led, values-based leadership.
• Strengthen a global culture of learning, performance, and continuous development.
• Ensure WWF has the right talent pipelines and succession strategies for critical roles.
• Champion equity, inclusion, and diverse talent pathways across the Network.

MAJOR DUTIES AND RESPONSIBILITIES

Strategy & Leadership 

• Develop and implement WWF International’s Talent Development Strategy, ensuring alignment with the overall People & Culture Strategy and organisational transformation priorities.
• Design and implement programmes to identify, nurture, and develop leadership talent within the organisation.
• Lead global programmes such as leadership academies, talent accelerators, mentoring, coaching and capability pathways.
• Assess future talent and capability needs, translating them into clear frameworks, curricula, and learning interventions.
• Serve as the organisation’s internal expert on learning, talent, and leadership development, advising senior leaders.

Talent & Succession Planning

• Oversee the annual global talent review and succession planning process, ensuring robust pipelines for critical roles.
• Drive data-informed talent insights using development metrics, diversity data, and performance trends.
• Leadership Development. Oversee leadership development architecture, from emerging leaders to senior executives.

Learning & Capability Development

• Design and oversee a coherent global learning ecosystem, including core curricula, digital learning, and function-specific development programmes.
• Ensure learning offerings are accessible, inclusive, and relevant across diverse countries and contexts.
• Build organisational capabilities in key future areas (systems leadership, digital capability, collaboration and partnership skills, change leadership, AI functionalities).
• Partner with the Executive Team to strengthen leadership culture, role-modelling of values, and accountability for people development.
• Coach senior leaders and ensure they have the support needed to lead effectively through change where necessary in alignment with Senior Director People and Culture.

Culture, Inclusion & Values

• Embed WWF’s values of Courage, Integrity, Respect, and Collaboration into all talent development approaches. In coordination with global P&C teams.
• Partner with the DEI team to ensure equitable access to development opportunities and progression.
• Promote inclusive leadership practices and psychological safety in coordination with other relevant teams.

Operational & Team Leadership

• Lead, develop, and inspire the Talent Development Team, fostering a culture of innovation, collaboration, and continuous learning.
• Manage budgets, vendor relationships, and strategic partnerships with external leadership development providers.
• Ensure strong governance, high-quality programme delivery, and evaluation of impact.
• Performs other duties as required to advance WWF’s people‑centred, values-driven agenda.

Required Qualifications

• Advanced degree in HR (for example: Advanced Diploma in Strategic L&D CIPD Level 7), Organisational Development, Leadership, Psychology, or related field.
• Significant experience (10+ years) in talent development, leadership development, organisational development, or a related field within international organisations.
• Demonstrated expertise designing and implementing large-scale talent and leadership programmes.
• Strong experience with succession planning, talent reviews, and executive development.

Required Skills and Competencies

• Strategic mindset with ability to translate organisational priorities into practical programmes.
• Strong consulting, facilitation, and influencing skills, including working with senior leadership.
• Deep commitment to people development, equity, and inclusive talent practices.
• Experience leading multicultural teams and working across diverse global contexts.
• Ability to manage complex projects, budgets, and stakeholders.
• Excellent communication skills; ability to inspire trust and foster collaboration and the ability to influence stakeholders.
• Fluency in English; knowledge of additional languages an asset.
• Embraces the WWF mission and values of the organisation: Courage, Integrity, Respect & Collaboration.

 MISSION OF THE DEPARTMENT

To build a thriving, future-ready WWF workforce by ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy.

• Embed WWF’s core values and standards to strengthen the culture and create the right working environment across the Network.
• Develop and maintain P&C standards, policies, systems, and platforms that attract, develop, and retain the right people for the organisation.
• Create the conditions for high performance, ensuring that staff can perform at their fullest potential and maximise their contribution to WWF’s conservation goals.

MAJOR FUNCTIONS

The Head of Organisational Culture and Engagement is responsible for leading the design, co-ordination and delivery of WWF International’s culture, DEI and staff engagement approaches, working in close partnership with leaders and the global P&C community.

Key functions include:

• Designing and implementing practical strategies and frameworks to embed WWF’s core values and DEI principles across the Secretariat and Country Offices.
• Supporting consistent application of culture and DEI practices across the wider WWF Network through partnership with P&C leaders and focal points.
• Developing and maintaining a robust and evidence-based approach to staff engagement.
• Contributing to network-level People & Culture initiatives and community engagement, in close collaboration with the Senior Director, People & Culture.

MAJOR DUTIES AND RESPONSIBILITIES

Culture 

• In coordination with the Senior Director, People & Culture, define and evolve the organisation’s cultural vision, ensuring alignment with business strategy and long-term goals.
• Translate core values into clear, observable behaviours that employees can understand, practice, and be measured against.
• Design and implement frameworks that embed these behaviours into daily workflows, decision-making, and leadership practices.
• Partner with leadership to role model and reinforce desired cultural behaviours at all levels of the organisation.
• Integrate cultural behaviours into key people processes, including hiring, onboarding, performance management, and promotions.
• Establish mechanisms to assess cultural health (e.g., surveys, feedback loops) and continuously refine interventions.
• Identify cultural gaps and design targeted interventions to close the gap between stated values and actual behaviours.
• Build a culture of accountability where behaviours linked to values are recognised, rewarded, and corrected when needed.
• Define and monitor DEI-related KPIs and qualitative insights to track progress and impact over time.
• Act as a trusted advisor and subject matter expert to the P&C community on DEI topics.
• Collaborate with P&C functional leads to embed DEI principles into people processes, policies, and tools.
• Support alignment of DEI efforts with broader organisational standards, including Respect in the Workplace and equitable practices.

Engagement

• Design and maintain a long-term staff engagement strategy aligned with broader People & Culture priorities and tailored to diverse audiences (Secretariat and Country Offices).
• Identify and pilot innovative approaches to engagement measurement, feedback and listening, informed by external trends and best practices.
• Analyse engagement data and qualitative feedback to generate insights and inform leadership decision-making and P&C priorities.
• Partner with P&C colleagues, Communications, and other functions to ensure engaging, coherent and aligned internal communications and WWF staff initiatives.
• Support engagement of the global P&C community, including contributing to the design and facilitation of forums and network events.

P&C Community Coordination

• Coordinate culture, DEI and engagement activities across the P&C community to promote visibility, coherence and collaboration.
• Maintain a calendar of initiatives and events related to culture and engagement.
• Support volunteer engagement and contributions to network-wide P&C projects.
• Contribute to the design and delivery of learning and knowledge-sharing opportunities within the P&C community.

Other Responsibilities

• Facilitate effective communication and alignment between this centre of expertise and P&C Regional Heads to support consistency across Country Offices.
• Contribute to global People & Culture initiatives as required.
• Perform other related duties as assigned by the Senior Director, People & Culture.

PROFILE

Required Qualifications

• Advanced degree in Human Resources, Business Administration, Organisational Development, Psychology, Education, or a related field. (For example: Associate Diploma in People Management CIPD Level 5) or equivalent professional experience.
• Minimum of 10 years’ relevant experience in organisational culture, DEI and/or engagement roles within complex, international and multicultural environments.
• Strong understanding of People & Culture processes and their interdependencies.
• Demonstrated ability to operate strategically while delivering practical and scalable solutions.

Required Skills and Competencies

• Strong interpersonal, communication, facilitation and coaching skills.
• Proven ability to influence and drive change through partnership rather than formal authority.
• Excellent analytical skills with the ability to interpret data, identify trends and translate insights into action.
• Organised, proactive and able to manage multiple priorities in a matrixed environment.
• Experience working across cultures and geographies.
• Excellent communication skills; ability to inspire trust and foster collaboration and the ability to influence stakeholders.
• Fluency in English; knowledge of additional languages is an asset.
• Organisational Skills.
• Proven team management skills in different cultural environments.
• Embraces the WWF mission and values of the organisation: Courage, Integrity, Respect & Collaboration.

 MISSION OF THE DEPARTMENT

To build a thriving, future-ready WWF workforce by ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy.

• Embed WWF’s core values and standards to strengthen the culture and create the right working environment across the Network.
• Develop and maintain P&C standards, policies, systems, and platforms that attract, develop, and retain the right people for the organisation.
• Create the conditions for high performance, ensuring that staff can perform at their fullest potential and maximise their contribution to WWF’s conservation goals.

MAJOR FUNCTIONS

The Manager, Leadership Development designs and rolls out the leadership framework and ensures a pipeline of leaders. Supports the Talent Development Director in delivering WWF International’s global approach to talent development. The role strengthens leadership capability across all levels of the WWF Network by designing, delivering, and continuously improving leadership development pathways that enable people to succeed in delivering the WWF Strategy. The position ensures that leadership development initiatives are future‑focused, equitable, aligned with WWF values, and integrated into broader learning, capability building, succession planning, and talent mobility efforts.

MAJOR DUTIES AND RESPONSIBILITIES

Leadership Development Strategy & Framework 

• Develop and implement an organisation-wide leadership and management development strategy aligned with organisational priorities and culture aspirations.
• Define leadership capability frameworks, management expectations, and leadership pathways for different employee groups (e.g., first-line managers, senior leaders, functional leaders, executive leadership).
• Translate organisational values and desired behaviours into practical leadership expectations and development interventions.
• Ensure leadership development supports organisational transformation, new operating models, and culture change.

Management & Leadership Capability Building

• Design and deliver scalable leadership and manager development programmes for global and geographically dispersed teams.
• Build core management capabilities, including:
• People leadership,
• Inclusive leadership,
• Leading in complexity and ambiguity,
• Performance management,
• Coaching and feedback,
• Change leadership,
• Employee engagement,
• Team effectiveness,
• Psychological safety and wellbeing,
• Cross-cultural and remote leadership
• Develop targeted onboarding and transition programmes for newly appointed managers and leaders.

 Learning Design & Programme Management

• Lead the design, sourcing, facilitation, and evaluation of leadership development interventions, including: (Leadership academies, manager essentials programmes, Workshops and virtual learning, Coaching and mentoring initiatives, Action learning, Peer learning communities, Leadership retreats, Self-directed learning pathways)
• Manage external vendors, facilitators, coaches, and learning partners.
• Ensure programmes are inclusive, accessible, and culturally relevant across regions and contexts.

Leadership Effectiveness

• Support leaders in navigating organisational transformation and change processes.
• Facilitate leadership team effectiveness initiatives and team development interventions.
• Promote leadership accountability, collaboration, and shared ownership in a matrixed operating environment.

Stakeholder Partnership & Advisory

• Act as a trusted advisor to leaders and managers on leadership effectiveness and team development.
• Partner with functional leaders to identify capability gaps and tailor interventions.
• Collaborate with DEI, safeguarding, wellbeing, and People & Culture colleagues to ensure integrated leadership practices.

Measurement, Insights & Continuous Improvement

• Develop measures to assess leadership effectiveness and learning impact.
• Use employee engagement data, performance insights, 360 feedback, and organisational metrics to identify development priorities.
• Monitor programme effectiveness and continuously improve learning offerings.
• Report on leadership capability progress and return on investment.
• DEI, safeguarding and wellbeing teams
• External facilitators, leadership coaches, and learning providers

Required Qualifications

• Bachelor’s or Master’s degree in Human Resources, organisational Development, Psychology, Education, or a related field. (For example: Associate Diploma in People Management CIPD Level 5)
• Minimum 7 years of experience in leadership development, talent development, organisational development, or similar fields.
• Experience designing and delivering leadership development programmes in global, multicultural organisations.

Required Skills and Competencies

Technical Expertise

• Strong grounding in adult learning theory, instructional design, and leadership development methodologies.
• Skilled in needs assessment, program design, facilitation, and leadership coaching.
• Ability to measure and evaluate the impact of leadership development initiatives.

Leadership & Interpersonal Skills

• Strong communication and facilitation skills, with an ability to engage diverse global participants.
• Ability to build trusted partnerships and influence stakeholders at all levels.
• High cultural sensitivity and commitment to fostering inclusive leadership.
• Excellent communication skills; ability to inspire trust and foster collaboration and the ability to influence stakeholders.

Organisational Skills

• Strong organisational and project management skills with the ability to manage multiple initiatives simultaneously.
• Embraces the WWF mission and values of the organisation: Courage, Integrity, Respect & Collaboration.

MISSION OF THE DEPARTMENT

To build a thriving, future-ready WWF workforce by ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy.

• Embed WWF’s core values and standards to strengthen the culture and create the right working environment across the Network.
• Develop and maintain P&C standards, policies, systems, and platforms that attract, develop, and retain the right people for the organisation.
• Create the conditions for high performance, ensuring that staff can perform at their fullest potential and maximise their contribution to WWF’s conservation goals.

MAJOR FUNCTIONS

• The Specialist, Talent Mobility supports the design, coordination, and continuous improvement of talent mobility processes across the WWF Network. The role ensures mobility assignments, including internal moves, secondments, temporary assignments, and cross-Network placements, are managed effectively, transparently, and in alignment with leadership development priorities.
• Working closely with the Leadership Development Manager, the role helps integrate mobility into talent pipelines, leadership development programmes, and broader organisational capability-building efforts.  Building and managing a competency inventory to facilitate mobility and succession across the organisation.

MAJOR DUTIES AND RESPONSIBILITIES

• Contribute to the development and implementation of WWF’s talent mobility strategy and frameworks as required.
• Coordinate the end-to-end management of mobility assignments, such as developmental assignments, ensuring consistency and compliance with policies.
• Maintain mobility tools, guidance materials, templates, and communication resources.
• Provide advice and support to managers, Senior Business Partners, and employees on mobility pathways, policy interpretation, and development considerations.
• Monitor and track mobility activity and outcomes; analyse trends to inform recommendations for improvement.
• Collaborate with the Leadership Development Manager to integrate mobility opportunities into leadership programmes and talent development journeys.
• Support talent review, succession planning, and workforce planning processes with mobility-related insights.
• Contribute to mobility-related continuous improvement projects, system enhancements, and process simplification, policy updates.
• Act as a focal point for mobility queries across the WWF Network, ensuring high-quality service delivery and stakeholder engagement.
• Ensure mobility practices reflect WWF’s values and commitment to equity, transparency, and inclusion.

PROFILE

Required Qualifications

• Bachelor’s degree in Human Resources, 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 with mobility policies (e.g. secondments, temporary assignments, internal moves) is an asset.
• Professional and technical credentials and certifications related to HR Mobility are are an advantage
• Overall capacity to maintain and develop databases, business aspects and considerations in system development

Required Skills and Competencies

• Strong understanding of HR processes, talent development, and mobility principles.
• Ability to analyse mobility and workforce data and provide evidence-based insights.
• Excellent organisational skills with the ability to manage multiple simultaneous processes.
• Strong communication and stakeholder management skills across diverse cultures and geographies.
• Ability to build trusted partnerships and support managers in making development-oriented mobility decisions.
• High cultural sensitivity and commitment to transparency, fairness, and inclusive talent practices.
• Proactive, adaptable, and solutions-oriented.
• Strong service orientation and attention to detail.
• Able to work independently and collaboratively in a matrixed environment.
• Fluency in English; knowledge of additional languages is an asset.
• Embraces the WWF mission and values of the organisation: Courage, Integrity, Respect & Collaboration.

WORKING RELATIONSHIPS

Internal

• Leadership Development Manager (direct report line)
• Wider People & Culture teams (Senior Business Partners, Talent Acquisition, OD, DEI, P&C Operations)
• Divisional leaders and managers
• Country Office People & Culture teams and mobility focal points
• Staff participating in or managing mobility assignments

MISSION OF THE DEPARTMENT

To build a thriving, future-ready WWF workforce by ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy.

• Embed WWF’s core values and standards to strengthen the culture and create the right working environment across the Network.
• Develop and maintain P&C standards, policies, systems, and platforms that attract, develop, and retain the right people for the organisation.
• Create the conditions for high performance, ensuring that staff can perform at their fullest potential and maximise their contribution to WWF’s conservation goals.

MAJOR FUNCTIONS

• The Specialist, Performance Management supports WWF International’s performance management approach to ensure it is fair, inclusive, and development-oriented. The role contributes to building a performance culture that focuses on learning, continuous improvement, and unlocking potential, enabling people to contribute meaningfully to their roles and grow with the organisation over time.

MAJOR DUTIES AND RESPONSIBILITIES

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.

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.

MISSION OF THE DEPARTMENT

To build a thriving, future-ready WWF workforce by ensuring that people at all levels have the skills, capabilities, and development pathways needed to deliver the WWF Strategy.

• Embed WWF’s core values and standards to strengthen the culture and create the right working environment across the Network.
• Develop and maintain P&C standards, policies, systems, and platforms that attract, develop, and retain the right people for the organisation.
• Create the conditions for high performance, ensuring that staff can perform at their fullest potential and maximise their contribution to WWF’s conservation goals.

MAJOR FUNCTIONS

• The Head of Recruitment provides strategic and operational leadership for recruitment across WWF International. The role is accountable for designing, leading and continually strengthening a global, inclusive, and future-focused recruitment strategy, ensuring the organisation attracts, selects and appoints talent aligned to WWF’s mission, values, diversity goals and long-term workforce needs.
• Operating with a high level of autonomy, judgement and influence, the role partners closely with senior leaders, P&C colleagues and external partners to ensure recruitment enables organisational effectiveness, equity, and sustainability.

MAJOR DUTIES AND RESPONSIBILITIES

Strategic Leadership & Governance 

• Define and lead WWF International’s global recruitment strategy, ensuring alignment with organisational strategy, workforce planning, DEI priorities and budgetary considerations.
• Act as the senior expert and thought partner on recruitment matters, advising Executive Leadership, Directors and senior stakeholders on complex hiring decisions, workforce risks and talent market dynamics.
• Establish, oversee and continuously improve recruitment policies, standards, governance frameworks and decision-making processes across the Network.
• Ensure recruitment practices are ethical, transparent, bias-aware and compliant with WWF policies and relevant employment legislation.

Operational Oversight & Delivery

• Oversee and ensure the quality assurance end-to-end recruitment for roles across all levels, including senior leadership and executive appointments, in collaboration with the recruitment team and wider P&C colleagues & stakeholders.
• Develop an interview training programme for all hiring managers and coach them in recruiting techniques and best practices – i.e. LinkedIn profiles building, candidate pipeline building, talent spotting, interviewing and assessments.Provide escalation support and direct leadership on high-risk, high-impact or highly complex recruitments, including executive searches, critical roles and sensitive appointments.
• Manage relationships with executive search firms and strategic recruitment vendors, ensuring value for money and quality delivery.
• Partner with Finance and senior leaders to ensure recruitment decisions reflect sound cost management, organisational design considerations and long-term workforce sustainability.

 People Leadership

• Lead, develop and coach the recruitment team, fostering a high-performing, service-oriented and values-driven function.
• Build capability within the team around inclusive hiring practices, stakeholder management, data-driven decision making and strategic workforce thinking.
• Set clear priorities, performance expectations and development pathways for direct reports.
• Own all hiring processes – setting high standards within the team for speed and quality hiring of talent and work with internal P&C colleagues and stakeholders in delivering a seamless onboarding process for all joiners regardless of location.

Diversity, Equity & Inclusion

• Champion gender equity, diversity and inclusion throughout all recruitment processes, ensuring diverse candidate pipelines, panels and decision-making.
• Monitor, analyse and report on recruitment-related diversity data and KPIs, identifying risks and driving continuous improvement.
• Act as a credible challenger to leaders when bias, risk or misalignment with WWF values is observed.

Stakeholder Partnership & Advisory

• Partner closely with senior leaders, Hiring Managers, Network P&C teams and P&C Department to align recruitment with organisational needs.
• Partner with the broader P&C community and stakeholders to create diverse candidate pools, launch innovative initiatives to attract and retain talent, and run recruitment campaigns that boost candidate engagement.
• Represent Recruitment as a strategic function within wider People & Culture and organisational initiatives.

Systems, Data & Continuous Improvement

• Oversee Canopy recruitment module, guiding the development and enhancement of recruitment systems, processes, and workflows to improve the experience for both candidates and hiring managers, via (HRIS Canopy, ATS, and LinkedIn modules).
• Analyse recruitment metrics and use market insights, data, and analysis to improve WWF International’s recruitment process. Use labour market data to guide strategy, spot trends, and address talent gaps proactively.
• Drive innovation and continuous improvement in candidate experience, employer branding, onboarding and recruitment effectiveness.
• Contribute to broader People & Culture projects and initiatives as required.

PROFILE

Required Qualifications

• University degree in a relevant discipline OR Bachelor’s or Master’s degree in Human Resources, organisational Development, Psychology, Education, or a related field would be preferred.  (For example: Associate Diploma in People Management CIPD Level 5)
• Minimum 7 years’ experience in People & Culture / Talent Acquisition, with substantial experience leading global, multi-level recruitment functions, including executive-level appointments.
• Strong understanding of organisational design, workforce planning, compensation frameworks and DEI principles.
• Proven experience in a complex international or INGO environment with multiple stakeholders and governance layers.
• Extensive experience using ATS platforms, LinkedIn and executive search partners.
• Experience in implementing & managing recruitment-related data and reporting including via applicant tracking systems and direct sourcing tools
• Good experience of recruitment-related labour laws across multiple jurisdictions, compliance and GDPR
• Proven experience of automating and improving all aspects of the end-to-end recruitment process

Required Skills and Competencies

• Strategic thinker with the ability to connect recruitment decisions to organisational impact.
• Strong people leadership and coaching capability.
• High emotional intelligence, cultural sensitivity and political awareness.
• Confident communicator with the gravitas to influence and challenge senior leaders constructively.
• Strong judgement, resilience and ability to operate effectively in complex, high-pressure environments.
• Excellent communication skills; ability to inspire trust and foster long-term relationships with internal teams, external partners and candidates both active and passive candidates.
• Data-literate, with the ability to translate insights into action.
• Strong organisational and project management skills with the ability to manage multiple initiatives simultaneously.
• Fluency in English; knowledge of additional languages an asset.
• Embraces the WWF mission and values of the organisation: Courage, Integrity, Respect & Collaboration.