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 offices structure.
  • Performance Management (implementation and follow up based on HQs 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 longterm commitment. Monitors turnover trends conducts exit interviews to identify underlying issues and recommends actionable solutions. Develops retention programs and interventions that are aligned with WWFs 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 highpotential talent and map critical positions. Supports successors through structured development plansincluding coaching mentoring and learning opportunitiesand maintains an updated talent pipeline. Provides regular readiness assessments to senior leadership to guide decisions on promotions internal mobility and longterm 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-USs Human Resources Information System (HRIS)- Workday pandapays including Employee Hires Job Changes (promotions position modifications etc.) Compensation Changes and Terminations. Informs managers on contracts 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 WWFs initiatives and training: Global Harassment Fraud and Prevention Cyber-security Safeguards etc.

Administration

• In collaboration with finance team manage the offices 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 daytoday 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.

Qualifications :

Minimum Education: Bachelors degree in HRM Business Administration Business Psychology Sociology Law or a relevant field.

Minimum Experience: At least 6 years of experience in a similar position with experience in employee relations organizational culture HR management and administration is required.

Skills and Abilities:

• Fluency in English and Dzongkha (written and spoken)
• Should be able to work independently with minimum supervision and guidance from supervisors.
• Exceptional interpersonal and relationship-building competencies coupled with strong written and verbal communication skills.
• Proven experience in managing teams
• Ability to work effectively and under pressure on a variety of simultaneous complex initiatives and issues.
• Committed to building and strengthening a culture of inclusion within and across teams.
• Self-management and Emotional Intelligence: Stay composed and positive even in difficult moments handle tense situations with diplomacy and tact and have consistent behavior towards others
• Conflict Management: Surface conflicts and address them proactively acknowledging different feelings and views and directing energy towards a mutually acceptable solution
• Identifies and aligns with WWFs core values: Courage Integrity Respect and Collaboration:
• Demonstrates courage by speaking up even when it is difficult or unpopular.
• Builds trust with colleagues by acting with integrity owning mistakes and holding oneself accountable.
• Welcomes other points of view and ideas recognizing and embracing different and contrary perspectives with kindness curiosity and encouragement.
• Makes conscious efforts to promote cooperative practices behaviors and ways of working across many groups and individuals.

Additional Information :

1. All your information will be kept confidential according to EEO guidelines.

2. Contract Term for 3 years. Extendable based on individual performance and organizational needs.

3. Application Submission Deadline: February 28 2026.

4. Only shortlisted candidates will be contacted.

Remote Work :

No

Employment Type :

Full-time