People and Culture Officer

MAIN FUNCTION

The People and Culture Officer, under the supervision of the Director (DSPO), is responsible in managing and monitoring of all People & Culture (P&C)/HR processes in accordance with the policies of World Wildlife Find and also in compliance with local labour laws, while ensuring operational excellence in HR service delivery to achieve organizational goals.  

Collaborating closely with the team across WWF-Bhutan and WWF-US, the P&C Officer will advance a workplace culture that embodies WWF values, promotes diversity, equity, and inclusion, supports continuous improvement, and enhances employee engagement and satisfaction.

KEY RESPONSIBILITIES:

Strategic HRM

• Support the Director (DSPO) and the Country Director in strategic HR planning and HR needs
• Collaborate with the Country Director and Director (DSPO) to identify organizational development opportunities and strengthen organizational effectiveness through the organizational development process.
• Champions and supports the development of a performance-driven organizational culture, based on cooperation and collaboration within the different functions and teams.
• In alliance with Headquarters’(HQ) HR Business Partner (HRBP), manage HR function by implementing the HR strategy covering all of HR management based on the employee life cycle:  
  • Recruitment (talent acquisition): Coordinate and support the hiring manager throughout the hiring process, including job posting, applicant screening, candidate communication, interviews, and contract drafting. Ensure recruitment processes are timely, compliant, and aligned with WWF policy and local and procedure.
  • Onboarding: Lead the Onboarding process (local and Country Office Unit). Keeps track of changes of organizational policies, service rules and regulations and updates staff on the matters.
  • Learning and Development: Develop and coordinate Learning and Development programs (plan, implement, and secure budgets), to assure core competencies are developed in all areas of the organization (leadership, management, communication, technical skills, etc.).
  • Compensation Strategy: Work with the International People & Culture Manager to appropriately level jobs, update salary ranges, make equity analysis and determine merit increases. This will include job matching, support in analyzing survey data, and staying abreast of peer organizations’ staff benefit policies. Also, collaborate with Birches Group to ensure salary surveys reflect the office’s structure.
  • Performance Management (implementation and follow up based on HQ’s process): Ensuring timely performance and talent management, jointly with the respective managers; develop talent development plans and help with following through on opportunities (within WWF and outside). Ensures that the annual performance evaluations and the timely performance assessments are carried out in an honest, effective, transparent and efficient way.
  • Retention Initiatives: Designs and implements targeted retention strategies to strengthen staff engagement, satisfaction, and long‑term commitment. Monitors turnover trends, conducts exit interviews to identify underlying issues and recommends actionable solutions. Develops retention programs and interventions that are aligned with WWF’s culture and values, fostering a supportive and motivating work environment.
  • Succession Planning: Leads the development of a robust succession planning framework to ensure continuity in key roles. Partners with managers to identify high‑potential talent and map critical positions. Supports successors through structured development plans—including coaching, mentoring, and learning opportunities—and maintains an updated talent pipeline. Provides regular readiness assessments to senior leadership to guide decisions on promotions, internal mobility, and long‑term talent development.
• Employee Relations and Separation Processes: Advise the Country Director on emerging staff-related matters. Handles complaints, disputes and grievances of all employees for fair and professional management of the process. Foster a conducive environment through employee relations activities and communication, including developing a strong relation with relevant external agencies. Responsible for the compliance of WWF-US employment policies and local labor laws. Serve as a liaison between local labor law advisors and HQ HRBP and General Counsel Office.
• Responsible for managing and maintaining up to date all personnel data in WWF-US's Human Resources Information System (HRIS)- Workday, pandapays, including Employee Hires, Job Changes (promotions, position modifications etc.), Compensation Changes and Terminations. Informs managers on contract’s expiration.
• Respond to staff inquiries, requests for information on human resources policies and procedures.
• Participates in periodic HR audit/assessments facilitated by HQ and addresses any queries regarding P&C issues. Provides HR files and data for audit purposes and cooperates with the Finance and Ops team in this audit process (project/ internal audit).
• Responsible for leading locally all WWF’s initiatives and training: Global Harassment, Fraud and Prevention, Cyber-security, Safeguards etc.

Administration

• In collaboration with finance team, manage the office’s facilities, assets, and inventory, ensuring timely updates, maintenance, and submission of the annual asset and inventory reports to HQ.
• Oversee office services such as utilities, maintenance, logistical support, staff travels and general administrative support.
• Provide administrative support to program and operations teams to ensure smooth day‑to‑day functioning of the office.

Office Safety and Security

• Function as the Safety and Security Focal point for the office.
• Review, update, and implement the Office Safety and Security Plan and Crisis Management Plan to ensure preparedness for emergencies and operational disruptions.
• Coordinate regular safety drills, including fire, evacuation, and earthquake drills. Also, ensure staff are trained in first aid, emergency response procedures, and safe workplace behaviour.
• Ensure all office facilities, equipment, and systems meet required safety standards and are regularly inspected and maintained.

Other Duties

• Supervise administrative personnel and oversee daily administrative, logistical, and other administrative functions.
• Serve as a member Secretary to the Senior Management Team (SMT), contributing to strategic policy guidance and participating in SMT meetings and initiatives.
• Serve as a Member Secretary to the Staff Meeting.
• Perform any other responsibilities assigned by the supervisor or management.