Director of People & Culture

The Forest Stewardship Council (FSC) is an international non-profit organization dedicated to promoting responsible forest management through certification. Established in 1993, FSC advances sustainable forestry that is environmentally appropriate, socially beneficial, and economically viable. With a presence in over 160 million hectares of certified forests worldwide, FSC addresses critical global challenges such as illegal logging, deforestation, and climate change while supporting biodiversity, economic development, and social empowerment. Its rigorous certification system, including a strict chain of custody, ensures that forests are managed sustainably, protecting ecosystems and livelihoods while meeting the growing demand for responsibly sourced timber and forest products.

About the role

FSC is seeking an experienced Director of People and Culture to co-lead the transformation and cultivation of a thriving global work environment. At this pivotal moment, the incumbent will be responsible for supporting units in their strategic decision-making and thereby driving organizational success. They will also be required to nurture an enabling environment, that facilitates employees to reach their full potential.

Key responsibilities

Reporting to the Chief Operations Officer, the Director of People and Culture will oversee the entire employee life cycle, well-being, Equity, Diversity, and Inclusion EDI as well as Change Management. Specifically, the Director of People and Culture will own or support:

• Strategy Development: Develop and implement the organization’s People & Culture strategy and work plans, aligning with the strategic “Pathway to Operational Excellence” project and the FSC strategy.
• Global HR Management: Review and oversee global human resource functions, including talent acquisition, performance & learning, operations, employee engagement, and well-being, ensuring seamless high-standard delivery of the full employment cycle from outreach and recruitment to off-boarding.
• Team Leadership: Lead the People and Culture team to deliver excellence, enabling each staff member across the organization to contribute their best to our mission.
• Talent Management: Position FSC to attract, retain and develop a high-performing workforce, aligned with the organization’s strategy around investment in people.
• Policy Development: Manage the development, updating, reviewing, streamlining andimplementation of human resources policies, procedures and guidelines, and introduce new policies, systems and practices to meet the organization’s needs, aligned with good business practices.
• Business Partnership: Be a trusted business partner, working closely with other Units as well as the Joint Works Council, based in Bonn, Germany.
• Technology Integration: Leverage technology to enhance employee experience.

Dimensions of the role

As the driving force behind the introduction of the Business Partnering model, the Director of People & Culture will play a strategic role in transforming HR into a value-adding People & Culture (P&C) function that supports business objectives. Key responsibilities include:

Strategic Leadership & Organizational Culture

• Develop and implement HR strategies aligned with the organization’s mission and global operations.
• Develop and Structure the P&C Teams: Define the responsibilities, establish service delivery models, and ensure team members have the right skills to drive business impact.
• Foster an inclusive, diverse, and values-driven organizational culture.
• Promote employee engagement and wellbeing to enhance performance and job satisfaction.
• Ensure that P&C policies reflect best practices and reflect the diverse population on FSC promoting diversity, equity, and inclusion (DEI).

Business Partnering & Stakeholder Engagement

• Develop Strong Business Partnerships: Foster trust and credibility with senior leadership, regional P&C teams, and key decision-makers.
• Regular Feedback: Gather input from business leaders and employees to refine and improve the partnership with the P&C function.
• Performance Reviews: Assess the P&C department's effectiveness in driving business outcomes and aligning with strategic goals.
• Change Management: Effectively manage the transition to a business partnering model by ensuring clear communication and support for employees and managers.
• Represent the FSC in global HR networks, conferences, and advocacy groups.
• Engage with donors and funders on HR-related compliance and reporting.

Talent Acquisition & Workforce Planning

• Oversee the recruitment and onboarding function.
• Develop strategies for talent retention and succession planning.
• Work with leadership to identify critical skills gaps and workforce needs.

Employee Relations & Compliance

• Ensure compliance with labour laws, human rights principles, and FSC’s sector standards across different countries.
• Oversee employee relations, conflict resolution, and grievance procedures.
• Develop policies to prevent workplace harassment, discrimination, and misconduct.

Learning & Development

• Oversee the implementation of training programs to develop leadership and technical skills.
• Support professional growth through mentorship, coaching, and capacity-building initiatives.
• Promote a culture of continuous learning and development.

Performance Management & Compensation

• Oversee a performance appraisal system to ensure accountability.
• Develop and oversee fair and competitive compensation and benefits structures.
• Ensure alignment of performance management with the NGO’s goals and impact measurement.

Change Management & Organizational Development

• Lead change management efforts during organizational restructuring, change or crises.
• Support the adoption of new policies, technologies, and ways of working.
• Facilitate a culture of innovation and adaptability.

Operations & Technology

• Ensure efficient P&C operations across global offices.
• Leverage HRIS and other technology systems for talent management, payroll, and analytics.
• Implement data-driven decision-making to improve P&C strategies.

Skills and qualifications

• At least 15 years’ relevant HR experience, with a minimum of 8 years in a senior management role.
• Proven experience leading change projects that have transformed the People and Culture Team.
• Demonstrated success in establishing and embedding an organisational culture change.
• Degree or academic equivalent, preferably with a significant component in Human Resources or psychology.
• Relevant work experience in lieu of a degree is accepted.
• Experience working in a global organisation and demonstrated cultural sensitivity.
• Experience leading and working in a multicultural and multijurisdictional team.
• Verbal and written fluency in English.
• Deep understanding of labour laws.
• Master’s degree in HR, psychology or other relevant area.
• Not-profit experience.

Closing date for applications: 16th March 2025

Don’t meet every single requirement? Studies have shown that women and people of colour are less likely to apply for jobs unless they meet every single qualification. At Millar Cameron, we are dedicated to supporting our clients in building and supporting diverse and inclusive workplaces and culture, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

Since 2007 Millar Cameron has specialised in sourcing leadership and keyperson talent across a number of industries, including agribusiness, international development, industrial, consumer, financial and professional services, private equity, and technology, media and telecommunications. Our mission and purpose is to positively contribute to the development of Africa, and other emerging markets, through the provision of people.