Location: South Korea (Headquarters)
Deadline: 2 July 2026 (11:59 PM KST)
Level: Executive Leadership (18+ years)
Role Overview
This role does not sit inside ESG.
It sits above it.
You are not executing climate strategy.
You are shaping the people, structure, and culture that determine whether climate strategy succeeds or fails.
At this level, impact is indirect but massive.
You influence:
- how decisions are made
- how teams are structured
- how performance is enforced
That is institutional power.
Core Responsibilities
1. Strategy & Organizational Transformation
- Define and execute a forward-looking global people strategy
- Lead transformation to a new HR operating model
- Drive organizational restructuring and workforce planning
- Align talent systems with GCF’s strategic climate objectives
2. HR Operations & Governance
- Oversee centralized HR service delivery and operations
- Establish governance frameworks and ensure policy compliance
- Manage organizational and workforce-related risks
- Enable data-driven decisions through workforce analytics
3. Culture, Talent & Organizational Effectiveness
- Build a high-performing, inclusive, and accountable culture
- Oversee talent management across the full employee lifecycle
- Drive leadership development, learning, and capability building
- Strengthen employee engagement and wellbeing
4. Executive Advisory & External Representation
- Act as a trusted advisor to the COO and senior leadership
- Strengthen staff-management relations across the organization
- Represent GCF externally as an employer of choice
- Lead global talent acquisition and positioning strategy
Candidate Profile
Experience
- 18+ years in HR, with at least 10 years in senior leadership
- Background in:
- multilateral organizations
- international development
- global workforce environments
- Proven success in:
- organizational transformation
- HR systems design and implementation
- large-scale change management
Core Capabilities
- Strategic vision with strong execution discipline
- Executive-level communication and influence
- Deep expertise in workforce planning and governance
- Ability to operate in complex, multicultural, political environments
- Strong ethical foundation and commitment to inclusion
What This Role Really Is
Let’s cut through the language.
This is:
- The architect of how the organization functions
- The controller of talent, structure, and culture
- A direct lever on institutional performance
You are not managing tasks.
You are shaping:
- leadership pipelines
- organizational design
- cultural norms
- performance systems
That is long-term power.
Reality Check
This role is:
- not mid-level
- not technical ESG
- not a stepping stone
It is a destination role.
If you have not yet:
- led large, international teams
- owned transformation at scale
- advised executive leadership
Then this is not an immediate move.
It is a target to build toward.
APPLY HERE:
https://iaayou.fa.ocs.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1001/job/3318/
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