Manager, People Analytics

Want to make a positive difference to the future of people and our one shared home, the Earth? Working at WWF could be your opportunity of a lifetime. All around the world, people are waking up to the devastating impacts of climate change and nature loss. The situation today is worse than the darkest predictions of just ten years ago, pushing billions of people to the edge and threatening lives and livelihoods. At WWF, we are facing our biggest crisis – and our biggest ever opportunity – to create a better future for people and nature. With over 60 years of experience and an active presence in more than 100 countries, we work to achieve both on-the-ground and global policy action, from protecting and restoring species and their habitats, to transforming markets and policies toward sustainability. Our people come from hugely diverse backgrounds and with a variety of expertise, ranging from conservation science and advocacy to HR and finance. We welcome applications from anyone who believes they can help us tackle this enormous global challenge and drive the urgent conservation impact needed to restore our planet. What We DoWe are an independent conservation organization, striving to sustain the natural world for the benefit of people and the ecosystem. From individuals and communities to businesses and governments, we are part of a growing global movement calling for bolder action on climate and nature, demanding that world leaders set nature on the path to recovery by 2030. WWF works to address the most dominant drivers of nature loss through system-wide changes in how food and energy are produced and consumed, and in how financial systems are structured. By implementing change in every country, we aim to drive visible and positive impacts on the ground, helping to restore nature in the most critical places around the world, from the Amazon to the Coral Triangle. Engaging everyone means addressing the barriers to participation faced by some groups in society, including local communities. Conservation will only be sustainable if it is owned by, and benefits, local people. That’s why Indigenous Peoples and local communities must be at the centre of action on climate and nature. WWF is committed to using its resources and global network to support these communities in creating together the most effective solutions where they live. Humanity is still in time, we have a clear pathway to solve this crisis. At WWF, we call on everyone to join the global movement, change how we live, and take action now. JOB DESCRIPTION Position title: Manager, Global Benefits Reports to: Head, Compensation & Benefits Supervises: N/A Level: 5 Date: May 2026 Location Flexible with preferred locations WWF INT HUBS 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 Manager, People Analytics supports WWF International’s strategic workforce planning and organisational effectiveness agenda through the development of people analytics frameworks, workforce insights, and evidence-based reporting. The role translates workforce and organisational data into actionable insights that support organisational design, workforce planning, talent strategies, and decision-making across WWF International and the wider Network. Working closely with the Director, Operating Model, Senior Business Partners, HRIS, Finance, and wider P&C teams, the position contributes to building a data-driven approach to workforce planning, organisational effectiveness, and people decision-making. The role ensures workforce data, dashboards, and analytics tools are reliable, meaningful, and aligned with organisational priorities, while continuously improving reporting capabilities, workforce insights, and analytical approaches. 3 MAJOR DUTIES AND RESPONSIBILITIES People Analytics Strategy & Governance Develop and implement a people analytics strategy aligned with organisational priorities and People & Culture objectives. Establish a robust people-data and analytics framework to support strategic decision-making. Define people metrics, standards, and governance practices across countries and functions. Promote a culture of evidence-based people management and workforce decision-making. Ensure compliance with privacy, data protection, and ethical data use requirements, including relevant employment and data regulations. Workforce Insights & Reporting Design and maintain dashboards, reports, and workforce intelligence tools for leadership and People & Culture teams. Produce regular reporting and insights on key workforce indicators, including: Workforce composition and demographics Diversity, equity, and inclusion indicators Headcount and workforce costs Recruitment and time-to-fill Employee turnover and retention Absenteeism and wellbeing trends Engagement and employee experience Learning and capability development Performance and talent indicators Translate complex workforce data into clear, actionable recommendations for leaders. Strategic Workforce Planning Support workforce planning processes by providing scenario modelling, workforce forecasting, and organisational insights. Analyse workforce capacity, critical skills, succession risks, and future capability requirements. Partner on organisational restructuring, workforce redesign, and operating model implementation by providing workforce impact analysis. Develop predictive insights on workforce risks, talent gaps, and retention trends. HR Data Management & HR Systems Partner with HRIS, IT, Finance, and operational teams to improve workforce data quality and integrity. Ensure consistent workforce data definitions and reporting standards globally. Oversee workforce data architecture, reporting automation, and integration across systems where applicable. Improve self-service reporting capabilities for managers and leaders. Employee Experience & Organisational Effectiveness Insights Analyse employee engagement, listening surveys, pulse surveys, and employee feedback data. Identify drivers of engagement, inclusion, performance, and retention. Provide insights to support leadership effectiveness, team health, organisational culture, and wellbeing initiatives. Partner with Learning and Leadership Development colleagues to assess intervention effectiveness. Organisational Transformation & Change Analytics Provide workforce analytics to support organisational redesign and transformation initiatives. Conduct workforce impact assessments related to restructuring, workforce transitions, spans/layers, role changes, and workforce costs. Support scenario planning and change decision-making with robust workforce data and modelling. Monitor transformation progress through people-related metrics. 4 PROFILE

Required Qualifications

Bachelor’s degree in Human Resources, Data Analytics, Statistics, Economics, Business Analytics, Organisational Psychology, Mathematics, Social Sciences, or a related field. Master’s degree or advanced analytical qualification desirable. Required Skills and Competencies Significant experience in people analytics, workforce planning, HR analytics, or organisational data analysis. Experience developing workforce dashboards and translating data into strategic insights. Experience supporting organisational design, restructuring, or workforce transformation initiatives strongly preferred. Experience working in international, matrixed, and multicultural organisations. NGO or international development sector experience desirable. 5 WORKING RELATIONSHIPS Internal Director Operating Model Senior Business Partners HRIS and GTDS teams Talent Development and wider People & Culture teams Finance teams Global and Regional Leadership Teams Country Office P&C teams and workforce planning focal points External Workforce analytics and reporting solution providers External consultants and benchmarking partners NGO peer networks and professional communities related to people analytics and workforce planning This job description covers the main tasks and conveys the spirit of the sort of tasks that are anticipated proactively from staff. Other tasks may be assigned as necessary according to organizational needs. Please upload your covering letter and CV in English. Priority will be given to applications with both documents indicated. Deadline for applications: Wednesday 03 June (midnight CET) Work permit restrictions may apply. Early application is encouraged as we will review applications throughout the advertising period and reserve the right to close the advert early.At WWF, we are dedicated to fostering an inclusive and diverse workplace where every individual feels valued and respected. We believe that a diverse workforce will help us to achieve our mission to stop the degradation of the Earth's natural environment and to build a future in which humans live in harmony with nature. As an equal opportunity employer, we are committed to providing fair and unbiased consideration for all candidates regardless of their background. We encourage applicants from all backgrounds to apply and join us in fostering a diverse and inclusive workplace. Apply To This Job