The Global Fund is a partnership designed to accelerate the end of AIDS, tuberculosis and malaria as epidemics. As an international organization, the Global Fund mobilizes and invests more than US$4 billion a year to support programs run by local experts in more than 100 countries. In partnership with governments, civil society, technical agencies, the private sector and people affected by the diseases, we are challenging barriers and embracing innovation. 

Manager, Culture, Talent & Development


The Culture, Talent & Development Lead will be responsible for co-developing and implementing a people strategy and employee value proposition for the Global Fund (approx. 1000 people) as well as setting, developing and maintaining the organization's culture, behaviors and brand. They manage internal training and development encouraging a learning culture across the organization in order to build a high performance workforce. They ensure we have the right Talent for now and the future by embedding / enhancing a pragmatic and fair succession, career and performance management process throughout the organization. Last but not least they help us further build an Inclusive Culture of Care and Candor, focusing on designing and delivering employee engagement initiatives and initiatives that further enhance our  Diversity Equity & Inclusion, Health & Wellbeing of our people and Psychological safety within our organization.

Reporting to the CHRO and part of the HR Management Team, the Lead is responsible for managing a small team (3-4 people) within the pillar of the Community of Expertise of HR Specialists based on the HR Service Delivery Model, with a focus on 

- Culture & Engagement & Employee Value Proposition 

- Diversity, Equity & Inclusion (DEI)

- Health & Wellbeing (H&W)*

- Talent Management  (TM)

- Learning & Development (L&D)

With adhoc involvement in projects that can have a broader organizational scope.

Together with the rest of the HR management team they will support the CHRO with the definition and the implementation of the current and next Global Fund People Strategy and support its implementation through their part of the Communities of Expertise pillar (Culture, DEI, H&W, TM, L & D) in order to support the enhancement of the Global Fund organization and its people. 

They will look after the design of the key initiatives in their area of expertise and manage the day-to-day operations, decisions and continuous improvement of their HR specialisms. They will oversee the development, maintenance and continuous improvement of the processes linked to (Culture, DEI, H&W, TM, L&D).

*please note that sick leave management (incl. providers) is not included in the scope of this role at this stageKey Responsibilities

Under the supervision of the CHRO, they will: 

  • Oversee and ensure deep subject matter expertise is provided to the Organization in strategy, program and process design and delivery regarding the key HR processes Culture & Engagement & Employee Value Proposition, Diversity, Equity & Inclusion (DEI), Health & Wellbeing (H&W), Talent management  (TM) and Learning & Development (L&D)
  • Effectively manage a team of at least three  (3) staff and/or consultants and continuously develop the skills of the Specialists for the delivery of timely, high-quality expert activities; 
  • Ensure proper change and project management of any change initiatives in the forementioned area’s from small to large scale;  
  • Oversight and management of the day-to-day decisions together with their team with respect to the forementioned area’s and related programs, policies and procedures

Together with their team they will manage the following key responsibilities:

  1. Performance, Talent and Succession Planning processes: 
  • Act as custodian of the Unified Competency Framework and ensure consistent design, roll-out and incorporation into all HR subject matter processes 
  • Provide deep subject matter expertise and whole of system thinking with respect to process design and delivery of the key organizational business processes of performance and talent management, with particular focus on the effective continuous improvement and embedment of the talent management process in the organization and advocacy of data driven decision making across talent management processes
  • Ensure a robust fit for purpose process for the identification or critical roles and successors across the Global Fund. Create a development strategy for pipeline talent/emerging leaders to systematically close identified development gaps of identified individuals
  • Oversee the implementation and change management processes in relation to inclusive performance and talent activities across the Global Fund in close partnership with, direct reports, HR Business Partners and the HR PMO ensuring strong management accountability
  • Create a Global Fund intra and inter Division/Department internal mobility strategy which leverages talent within and across Divisions and Departments and where possible linking with pipeline talent and emerging leavers across the different Divisions/Departments
  • Prepare reports, statistics/data and communications in the area of responsibility, as appropriate; proceed to root cause analysis and provide robust solutions based on it
  • Manage key vendor relationships where appropriate
  • Manage relationship with Staff Council on Performance and Talent processes 

  1. Learning & Leadership Development:  
  • Review the outcomes of strategic learning needs assessments and outcomes of the strategic workforce planning process at an organizational level and design effective revised learning and development strategy and plan. Focusing on short, mid and longer term needs  
  • Lead the development and implementation of Learning and Leadership component of the People Strategy for the Global Fund collaborating closely with stakeholders across the organization 
  • Align professional development programs, activities and options to support the evolving business at the Global Fund
  • Manage the development, and design of learning programs focused on Management and Leadership capabilities development, with a focus on people management skills
  • Work effectively with SMEs from both inside and outside the organization to ensure relevant, high quality instructional content and appropriate, innovative, fit-for-purpose delivery formats
  • Evaluate learning programs to ensure that they respond to professional development needs of staff at the Global Fund
  • Conceptualize and manage the development, design and implementation of leadership development programs and interventions collaborating effectively with both internal and external stakeholders
  • Regularly assess the quality of learning offerings and ensure alignment with organizational needs 

  1. Staff Engagement, Health & Wellbeing initiatives, Culture and Diversity, Equity & Inclusion: 
  • Lead the development and implementation of a holistic approach, programs and initiatives around Staff Engagement, Wellness, Culture and Diversity, Equity & Inclusion strategies
  • Ensure there is an integrated approach around all Culture, DEI and Health & Wellbeing programs from a strategic, planning and communication perspective. To ensure our employees and leaders have an holistic experience from our Employee Value proposition that is clear, engaging and absorbable. This also includes the responsibility to ensure that the key concepts language and milestones are aligned and embedded in all other relevant organizational interventions and initiatives (eg talent & performance management tools, (leadership) development, staff objectives, recruitment , EVP, Rewards & policies , Communication, etc.)
  • Develop & implement clear strategic programs for each of the separate dimensions (Culture, DEI, H&W) that are closely aligned to the overall approach & objective and planning. Ensure effective and engaging stakeholder management & collaboration with relevant working groups, leadership groups, staff council and staff  to enhance  
  • Organize and review the outcomes of the annual pulse, psychological safety surveys and propose adjustments to the culture , wellbeing and DE&I plans and strategy to be shared with the relevant working groups and senior leadership 
  • Responsible for DE&I, Wellbeing and culture oversight and is accountable for all related goals, and reports regularly to senior leadership 
  • Manage the relationship with key vendors with respect to Training, Culture, DEI, H&W Manage the Request for Proposal processes and any other vendor relationships as needed
  • Manage and approve an operating budget for its department and services
  • Work in close collaboration with HR Operational Services, HR PMO and HR BPs to ensure effective roll-out and implementation of programs and initiatives
  • Work closely with the HR Business Partners and HR Operational Services to plan robust and effective process improvements for all relevant HR initiatives, policies and processes in scope of this role and on educating & engaging managers and staff
  • Work closely with HROS to enhance, streamline and optimize key HR processes within these specific areas of Expertise based on the business needs, including the automation and systematization of the HR processes
  • Ensure there is a focus on simple, engaging and employee focused communication for programs but also for day-to-day tasks & processes. To ensure our employees understand the principles, outcomes and fairness of process.  And also, where relevant how the different initiatives fit within the broader Organization and People strategy and/or relevant broader initiatives

As a member of the HR Management Team, the incumbent will: 

  • Contribute to the design and roll-out to their part of the next people strategy, anticipate corporate HR issues at the horizon and proactively resolve problems as they arise  
  • Contribute to developing the Department’s goals and achieving them
  • Ensure coherence and effectiveness of their part of the HR function  
  • Foster an environment of strong collaboration and inclusion amongst the 3 pillars of the HR Operating model in close collaboration with other HRMT members 
  • Contribute to developing a culture in the HR team that emphasizes psychological safety, proactivity, quality, continuous improvement, and high performance 
  • Support the CHRO on corporate responsibilities, as required

As a member of the larger HR Team, the incumbent will: 

  • Demonstrate a high level of confidentiality, integrity and professionalism at all times; 
  • Ensure excellent collaboration with colleagues in the HR Department and beyond; 
  • Undertake any other duties as directed by the CHRO

Subject to change by the Executive Director at any time at their sole discretion.



  • Academic background at Bachelor, Master’s or Doctoral level in Human Resources Management, Psychology, Organization Development or related field , with at least 8-10 years of relevant experience, or equivalent combination of education and experience 


  • Certification in one or more of the following fields: Culture, Diversity, Equity and Inclusion, Training, Health & Wellbeing , Diversity and Inclusion, Training & Development, Coaching and Team Facilitation 
  • Certification in Project and Change management


  • At least 8- 10 years of experience in at least three different HR subject matter expert roles (ideally  at this moment, Culture/ psychological safety, Talent Management, Health & Wellbeing 
  • Excellent people management capabilities demonstrated through managing diverse teams
  • Demonstrated ability to think strategically; to see ahead, anticipate future challenges, integrate and translate potential into reality 
  • Demonstrated ability to engineer design; turns insights into balanced solutions that are desirable, feasible and viable 
  • Track record in successfully implementing projects and processes at an organizational level through effective change management; and proven results on improving business performance through managing people performance and talent
  • Demonstrated mastery of human resources, with special emphasis on, Culture & Engagement & Employee Value Proposition, Diversity, Equity & Inclusion (DEI), Health & Wellbeing (H&W), Talent management  (TM) and Learning & Development (L&D)
  • Demonstrated success / strong interest in leveraging technology
  • Experience with Workday a plus
  • Demonstrated strategic planning capabilities and ability to successfully operationalize strategies and collaborate with others through implementation
  • Understanding of specific business challenges and operations of the Global Fund and strong interest in its mission
  • Proven management consulting, project/change management and process facilitation skills at all levels, with a focus on Management levels
  • Strong communication and facilitation skills in regards to employees, leaders and relevant external parties
  • Has worked within and across organizational Divisions/Departments in a supportive and collaborative manner
  • Demonstrates confidentiality, integrity and professional judgement and credibility
  • Excellent oral and written communication skills; professionally assertive with ability to influence without formal authority
  • Strong presentation, collaboration and stakeholder management skills



An excellent knowledge of English and preferably a good working knowledge of French or one of the following: Arabic, Chinese, Russian, and Spanish.  Knowledge of other languages would be an asset. 

Organizational Competencies: 

  • Global Fund Awareness & Mindset – Level 2 
  • Service Orientation – Level 2 
  • Drive for Results – Level 2 
  • Collaboration – Level 2 
  • Interaction – Level 2 
  • Adaptability – Level 2 

Job Family Functional Competencies: 

  • Operational Policy – Level 3  
  • Business – Level 2  
  • Human Resources – Level 3  
  • Multicultural – Level 2  
  • Analytical – Level 2 

Role Specific Functional Competencies: 

  • Strategic agility 
  • People Leadership 
  • Performance and Talent  
  • Learning & Leadership Development 
  • Staff engagement 
  • Diversity, Equity & Inclusion 
  • Health & Wellbeing
  • Design engineering 
  • Investigative 
  • Root cause analysis 
  • Systems thinking 
  • Process integration 
  • Emotional intelligence 
  • Networked and resourceful 

The Global Fund recruits top-tier talent for our open positions, in support of our mission to end AIDS, tuberculosis and malaria as epidemics.

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