Human Resources Director

The ideal candidate needs to have strong experience in Talent Development. The director will be responsible for developing and executing a comprehensive strategy for Performance Management and Learning & Development (L&D), with a strong emphasis on aligning talent initiatives with the organization's KPIs. The role focuses on driving high performance, continuous learning, and leadership development across the organization. Working closely with the Transformation Office and Strategy Department, the HR Director ensures that talent development initiatives are integrated with business priorities, supporting strategic transformation goals and the achievement of measurable outcomes.

Responsibilities

Performance Management and KPI Development

• Lead the design, implementation, and monitoring of a Performance Management process that is fully aligned with organizational KPIs.
• Work in collaboration with the Transformation Office and Strategy Department to ensure that performance metrics are tied to strategic objectives and the organization's long-term goals.
• Develop and refine performance evaluation frameworks that promote accountability, continuous improvement, and alignment with corporate priorities.
• Ensure regular reviews of KPIs and performance feedback mechanisms, ensuring they are adaptable and responsive to changes in strategic direction.
• Integrate performance management systems with talent management strategies, ensuring that high performance is recognized and nurtured.

Learning & Development (L&D) Strategy and Implementation

• Develop and execute an L&D strategy that supports organizational growth, employee development, and leadership capabilities, ensuring alignment with KPIs and business objectives.
• Design targeted learning programs that foster agility, innovation, and continuous skill development in line with changing organizational needs.
• Ensure that learning initiatives are tailored to address the development needs highlighted through performance assessments and strategic goals.
• Oversee the delivery and evaluation of leadership development programs that prepare future leaders and talent for critical roles within the organization.
• Create pathways for career development that are linked to the achievement of key performance metrics and organizational priorities.

Talent Strategy and Organizational Alignment

• Work closely with the Strategy Department to integrate talent development strategies with broader organizational goals, ensuring that talent planning supports the strategic vision.
• Align talent management efforts with transformation initiatives, ensuring that employee development is directly tied to the achievement of transformation objectives and KPIs.
• Lead succession planning and talent pipeline initiatives, ensuring that high-potential employees are identified, developed, and prepared for leadership roles.
• Collaborate with the Transformation Office to drive change management efforts, ensuring that talent programs support new processes and business models.
• Use data and insights from performance reviews and KPIs to inform the development of new talent management initiatives.

Stakeholder Engagement and Collaboration

• Build strong relationships with senior leaders, the Transformation Office, and Strategy teams to ensure alignment on talent and performance priorities.
• Facilitate regular meetings to review KPIs, assess performance, and ensure talent development efforts are aligned with evolving business needs.
• Engage department heads and managers in performance management processes, ensuring they are actively involved in setting and tracking KPIs for their teams.
• Ensure clear communication between all stakeholders to ensure alignment on performance expectations and development opportunities.

Metrics, Reporting, and Continuous Improvement

• Establish HR dashboards and reporting tools to track KPIs related to talent management, performance, and learning outcomes.
• Provide data-driven insights to senior leadership on progress toward talent goals, highlighting areas for improvement and opportunities for innovation.
• Continuously evaluate the effectiveness of performance management and L&D programs using KPI-based metrics, making adjustments as necessary.
• Ensure that all talent-related processes are efficient, effective, and continuously improving, based on feedback and performance outcomes.
• Lead the development of annual talent reviews and performance reports that are presented to the executive leadership team and Board.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; Master's degree (MBA or equivalent) preferred.
• Minimum of 12–15 years in HR, with a focus on Talent Development, Performance Management, and Learning & Development, including 6+ years in a senior leadership role.
• Proven experience in designing and implementing performance management systems aligned with KPIs and business objectives. Extensive background in Talent Strategy, including succession planning, leadership development, and organizational alignment.