Job Description

Position title: Specialist, Performance Management

Reports to: Manager Leadership Development Supervises: N/A Level: 3 Date: April 2026

1 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.

2 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.

3 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.

4 PROFILE

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.

• 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.
• 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.
• 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).
• 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.
• 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.

• 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.

• 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.