What You’ll Do

Performance & Talent Management

• Own and drive the end-to-end performance management cycle, including planning, manager enablement, mid-cycle reviews, and end-of-cycle processes
• Coach managers on setting objectives, conducting performance conversations, and managing performance effectively
• Lead continuous improvement of performance management processes and tools
• Coordinate promotion reviews, career development processes, and internal mobility
• Manage Performance Improvement Plans (PIPs) and support managers in handling complex performance cases

Culture & Engagement

• Manage the employee engagement calendar, including surveys, pulse checks, recognition initiatives, and feedback loops
• Lead the employee wellbeing programme and track participation and impact
• Act as a key point of contact for employee experience matters and contribute ideas to strengthen organisational culture

Learning & Development

• Translate L&D strategy into an annual training plan and ensure timely execution
• Support managers in embedding ongoing development conversations into team routines
• Oversee training coordination, vendor engagement, and learning records
• Lead rollout of HR frameworks and policy-related training

Talent Acquisition & Job Architecture

• Support recruitment processes from role design to offer stage in line with organisational growth needs
• Ensure consistency in job evaluation, grading, and documentation
• Track recruitment metrics and support employer branding initiatives

Team Management & HR Advisory

• Supervise and develop the Senior HR Coordinator – Employee Experience
• Provide HR advisory support to managers on employee-related matters
• Identify and implement process improvements, including leveraging HR technology and AI tools
• Contribute to broader HR initiatives as required

Who you are

What you bring

• Bachelor’s degree in Human Resources, Business Administration, Social Sciences, or a related field
• Professional HR certification (e.g., CHRP (K)) is an added advantage
• Minimum 5 years of progressive HR experience, including experience in performance management and generalist/advisory roles
• Demonstrated experience leading a full performance management cycle end-to-end
• Experience driving improvements in HR processes and systems
• Exposure to multi-site or multi-country work environments is an advantage

Skills and Competencies

• Strong HR advisory and coaching skills
• Excellent communication and documentation skills
• Structured and highly organised, with ability to manage multiple priorities
• Analytical mindset with ability to use data to inform decisions
• Proactive and self-driven, with a continuous improvement mindset
• Strong stakeholder management and relationship-building skills
• Interest in leveraging HR technology and AI tools to improve efficiency