Chief Human Resources Officer

International Union for Conservation of Nature (IUCN) Gland, Switzerland
Llanera, Angelica Ms_Photo
Role managed by
Angelica Llanera Researcher

About the IUCN

IUCN is a membership Union uniquely composed of both government and civil society organisations. It provides public, private and nongovernmental organisations with the knowledge and tools that enable human progress, economic development and nature conservation to take place together.

Created in 1948, IUCN is now the world’s largest and most diverse environmental network, harnessing the knowledge, resources and reach of more than 1,300 Member organisations and more than 15,000 experts. It is a leading provider of conservation data, assessments and analysis. Its broad membership enables IUCN to fill the role of incubator and trusted repository of best practices, tools and international standards.

IUCN provides a neutral space in which diverse stakeholders including governments, NGOs, scientists, businesses, local communities, indigenous peoples organisations and others can work together to forge and implement solutions to environmental challenges and achieve sustainable development.

Working with many partners and supporters, it implements a large and diverse portfolio of conservation projects worldwide. Combining the latest science with the traditional knowledge of local communities, these projects work to reverse habitat loss, restore ecosystems and improve people’s wellbeing.

The mission of the Human Resources Management Group (HRMG) in IUCN is to actively and transparently promote and monitor effective and equitable human resources policies, procedures and practices that adhere to best practice standards.

HRMG works in partnership with line management around the globe, to whom it provides expert advice for the purpose of attracting and retaining a qualified and motivated workforce. It is also instrumental in ensuring that IUCN provides career opportunities at all levels and that staff members are treated equitably.

 You can find further details on their website https://www.iucn.org/

Chief Human Resources Officer

The Chief Human Resources Officer (CHRO) is the strategic leader of Global Human Resources (HR) across the IUCN Secretariat. He/She is under the overall supervision of the Director General of IUCN and a part of the IUCN’s Leadership Team. The CHRO provides oversight and guidance over HR management roles from initiating, developing, operationalizing, and implementing HR policies and processes.

Duties and Responsibilities

The Chief Human Resources Officer will have the following key responsibilities:

1. Executive Leadership

  • Lead the effective implementation of human resources management services of the IUCN Secretariat worldwide.
  • Provide proactive and strategic advice on all human capital related matters to the Director General and to the Leadership Team.
  • Foster teamwork and communication among staff in the HRMG.
  • Strengthen the people systems, processes, and infrastructure to support the achievement of IUCN’s vision, mission, and values.
  • Motivate and develop the HRMG to become human resource business partners and functional experts to design and implement best practices and services that meet the needs of internal clients and facilitate the achievement of IUCN’s strategic goals.
  • Ensure alignment and effective implementation of strategic initiatives through smart organizational design and strong change management practices.

2. Talent Selection, Development & Retention

  • Develop innovative talent acquisition strategies and tools that will continue to attract and retain key talent, with an emphasis on global diversity and support service goals and growth plans.
  • Develop a systemwide, internal and external candidate sourcing strategy to build diverse applicant pools and selection processes that align with the organization's needs.
  • Build a learning strategy that drives improvement in the workforce, pursues potential, enhances engagement, and fulfils the learning mission of IUCN.
  • Strengthen programs and systems that support leadership development, an effective leadership review process, and the ongoing development of managers.

3. HR Infrastructure and Performance Management

  • Provide thought leadership and oversight for the development and delivery of IUCN’s compensation, incentive, and benefits and total rewards programs at all levels, ensuring market competitiveness and reflection of the organization's compensation philosophy.
  • Enhance IUCN’s performance management system that fosters improved performance and increased communication, and is aligned with compensation practices.
  • Oversee appropriate technology solutions to enhance managers’ to human resources information and develop the best means to operationalize transactional services.
  • Enhance human resources information systems in collaboration with the Global Information Systems Group (GISG) and ensure the ongoing development of performance indicators and workforce analytics for decision making.

4. Relationship Management

  • Manage human resources management services to all staff seconded to, or hosted by, IUCN from other organizations.
  • Oversee the development and management of partnerships with appropriate organizations to ensure best possible use of staff exchanges, secondment and employment relationships?
  • Represent Management in working with the Staff Representative Groups or their equivalent.

5. Compliance

  • Responsible for ensuring data privacy, data integrity and accuracy, and system security.
  • Responsible for ensuring compliance with all applicable labour policies, laws and regulations.
  • Maintain awareness of the regulatory environment and implement changes as necessary.
  • Ensure that human resources management policies and practices are in force, with due regard to IUCN’s Code of Conduct and Professional Ethics as well as the local labour laws of the different countries where IUCN is located.


• Director General and the Leadership Team – Identify effective management approaches, develop strategies and policies for change and renewal

• Line managers of IUCN Secretariat worldwide – Provide advice and guide managerial decision-making related to talent acquisition, performance management, conflict resolution and capacity building, among others.

• IUCN HR team worldwide – Provide advice, guidance, and support to the whole team and maintain a strong cohesion between all HR staff members worldwide. As a matrix reporting line and in coordination with Regional and Global Directors, coordinate decisions related to workforce planning, recruitment and selection, performance management, career progression and contract decisions.

• IUCN staff worldwide – Facilitate organizational development and change and ensure high standards of service and support

• Staff Representative Groups or their equivalent - Consult with staff representatives for HQ and help them to fulfil their role for the wider Secretariat where no staff representative group/committee exists

• HR counterparts in government, intergovernmental and nongovernmental national and international organizations, as well as in the private sector – Represent the IUCN Secretariat, exchange information on systems, innovation and problem solving approaches

• Institutes, consulting firms, legal firms and other service providers – Develop contractual arrangements as needed.

Required Skills and Competencies

  • Ability to build and maintain strong collaborative relationships and support across a complex organization in order to drive the next level of achievement.
  • Proven ability to recruit, develop, motivate, and retain exceptional talent.
  • Skilled at getting individuals, teams, and an entire organization to perform at a higher level, and to embrace change.
  • Experience in building and leading expert teams with a strong service orientation and the ability to work seamlessly across organizational boundaries to make significant and sustainable improvements.
  • Strategic thinker who is proven capable of enrolling, educating, and partnering with colleagues at all levels and has demonstrated success in developing and implementing an effective plan of action to support the long term objectives of a complex organization.
  • The ability to develop key partnerships and influence people at all levels of an organization.
  • Thoroughly familiar with HR Systems, HR analytics, applicant tracking and performance management software, and related tools.
  • Practical and business relevant knowledge of the full range of OD and HR products, HR services, delivery models, and metrics to accelerate performance.
  • Demonstrated success in working within complex organizations in a manner that has provided the opportunity to deal with a variety of operating and organizational models.
  • Proven ability to embrace diversity in every respect.
  • Strong work force planning skills particularly around diversity, program development and talent management.

Qualifications and Experience

1. General:

  • Post graduate or advanced degree in either Human Resource Management, Organisational Development and Psychology, Business, Public Administration or related field.
  • At least 15 years’ professional relevant experience in senior management and governance of a complex multinational organization with a global footprint.

2. HR Expertise:

  • Ability to work well in a multicultural environment.
  • Experience of developing HR related global policies applicable across the organization.
  • Practical experience in talent management solutions, leadership development, succession planning and coaching.
  • Experience in conflict resolution and mediation strategies within a multicultural environment.
  • International recruitment, talent acquisition and salary negotiation.
  • Total reward strategies, compensatory analysis and labour market analysis.
  • Experience in building strong strategic partnerships with clients.
  • Willing to travel to various locations of IUCN and to other locations as and when necessary.
  • Due to the global nature of work, is willing to work outside regular business hours and/or also on weekends as and when necessary

3. Leadership abilities and experience, maturity and management skills, characterized by:

  • A deep sense of self-awareness as evidenced by the ability to articulate one’s own strengths, weaknesses and one’s impact on others.
  • Unimpeachable integrity as evidenced by behavior, communication style and way of handling ambiguous or difficult situations.
  • A clear moral compass and resolute managerial courage that does not shy away from making the ethical, just, fair and professional decisions even when they are difficult or potentially unpopular.
  • Demonstrated ability to manage and lead the work of the Secretariat with diverse skills, personalities, and backgrounds.
  • Proven ability to effectively delegate, empower and motivate staff and others.
  • Experience developing teams and individuals and effectively leading improvement and change.
  • Clear commitment to fostering a culture of high performance and accountability, demonstrated in the ability to manage by results, differentiate performance and assertively give feedback and take decisive action when necessary.
  • Demonstrated ability to both plan and take action, keeping the staff focused on priorities.
  • Demonstrated experience in the selection, coaching and appraisal of staff.
  • Demonstrated experience building teams diverse in gender, nationality and background to achieve business results. This commitment to diversity and inclusion should be exemplified through staffing decisions (recruitment, promotion, recognition, etc.) and the ability to model behaviors that promote a more inclusive organizational culture.

4. Senior management experience, characterized by:

  • Demonstrated experience and achievements in organizational, financial and personnel management, and in decision-making.
  • Proven experience in maintaining and nurturing expert networks with demonstrated ability to handle politically and culturally sensitive issues.
  • Maintain a positive work environment that facilitates collaboration and information sharing and is conducive to attracting, retaining, and motivating diverse talent?

5. Professional competencies, characterized by:

  • Good understanding of world affairs and experience with the workings of Multilateral Environmental Agreements and governmental and non-governmental institutions.
  • Ability and commitment to act in accordance with the core values of integrity, respect for diversity and professionalism as spelled out in IUCN’s Code of Conduct and Professional Ethics.

6. Sound judgment and decision making, characterized by:

  • Experience in identifying key issues in a complex situation, and consulting, gathering, and analysing relevant information before proposing and implementing decisive actions or recommendations.
  • Well-organized and logical in thought and action.
  • Ability to foresee and manage risk.

7. Other:

  • Fluent English (required), and French and/or Spanish (ideal).
  • Ability to travel globally on a frequent basis.

Terms of Appointment

This is a fixed-term position with the successful candidate being contracted on a three-year basis with the possibility of renewal. Salary for this position is in the range from CHF 194'014 to CHF 242'518. The overall benefits package is competitive and commensurate with qualifications and experience.

IUCN is an equal opportunity employer and welcomes applications from qualified women and men.


How to Apply

If you wish to be considered for this position, please forward a copy of your CV and a supporting letter in Microsoft Word format, along with any relevant documentation to Ms. Angelica Llanera at [email protected] or use the Application Form below. All information will be in the strictest confidence as we pride ourselves on our professional service.  We will revert to you as soon as feasible when we have reviewed your application.

SRI Executive is exclusively retained by the IUCN to undertake this assignment.


Application form