About the job

• As we advance our organizational growth agenda and elevate operational excellence across business units, we recognize that performance enablement and capability building are non-negotiable drivers of competitive advantage.
• We are seeking a results-driven HR professional with the strategic mindset and executional rigor to institutionalize a performance culture and build the learning architecture that accelerates both individual and enterprise effectiveness. This role is mission-critical to aligning our people with our priorities and ensuring we develop leaders at every level of the organization.

Primary Mandate:

To design and drive an integrated Performance Management and Capability Development strategy that translates business strategy into tangible results by:

• Embedding high-performance practices across the employee lifecycle.
• Building functional and leadership capabilities aligned to business demands.
• Enabling a culture of accountability, continuous learning, and operational agility.

Key Responsibilities:

Performance Management

• Architect a performance framework that cascades strategy into departmental and individual scorecards (OKRs/KPIs), ensuring alignment and accountability.
• Create and oversee the implementation of the procedures that support and enhance employee performance as per the company’s objectives
• Oversee the implementation of key performance measures, core competencies and core values into the performance appraisal system.
• Drive the end-to-end design and implementation of the performance management cycle, including goal setting, mid-year reviews, year-end evaluations, and performance calibration.
• Roll out the skills framework and train managers to assess their team’s strengths, spot gaps, and support development.
• Deploy performance analytics to guide talent decisions and inform workforce planning.
• Analyze existing programs to determine their ongoing ability to support business objectives and continuously improve processes to develop a robust performance appraisal system.

Learning & Capability Development

• Align competency framework with the strategic objectives of the organization.
• Manage a learning ecosystem on digital platforms (LMS) such as Udemy, Coursera, Alison etc.
• Design metrics to evaluate learning effectiveness and business impact, ensuring clear ROI on L&D investments.

Culture & Change Enablement

• Champion a performance culture rooted in clarity, feedback, meritocracy, and continuous improvement.
• Serve as a change leader during organization-wide transformation, ensuring people readiness and cultural alignment.
• Integrate performance and L&D into employee engagement, succession, and retention strategies.
• Formulate and continuously update a philosophy of human performance improvement to support ongoing operations.

Administration & Facility Management

• Manage day-to-day office administration functions, including maintaining office supplies, vendor management, and ensuring a smooth operational environment.
• Oversee facility management activities, including managing office space, coordinating maintenance, and ensuring a clean, safe, and productive workplace.
• Supervise cleaning staff, ensuring cleaning schedules are adhered to and workplace hygiene standards are maintained.
• Support administrative tasks related to employee records, attendance tracking, and HR documentation compliance.
• Coordinate internal communications and support logistics for meetings and events.

Requirements

• Minimum 4-5 years in a strategic HR role, preferably within mid-to-large organizations or fast-scaling businesses.
• Demonstrable track record of implementing enterprise-level performance and development frameworks.
• Strong understanding of business strategy, organizational design, and digital learning technologies.
• In-depth knowledge of performance management concepts, theories, related practices and tools with substantial experience of incorporating these into business-focused solutions, including workable implementation plans.
• Proven experience managing office administration and facility management functions, including vendor management, office maintenance, and supervision of cleaning and support staff.
• Ability to coordinate multiple administrative processes while maintaining attention to detail and operational efficiency.
• High emotional intelligence, and the ability to influence cross-functional stakeholders and executive leadership.
• Certifications in HR, Talent, OD, will be advantageous (e.g., SHRM-SCP, CIPD, CIPM).
• Excellent command of the English language (spoken/written); business proficiency in Arabic language is an advantage.

Key Success Indicators (12–18 Months):

• Improvement in culture and engagement scores, linked to feedback, learning, and growth enablement.
• Demonstrable business impact of learning programs (e.g., productivity, retention, quality, or customer satisfaction).Minimum 80% of workforce with active development plans linked to role or future-readiness.
• Timely and accurate completion of performance appraisals across all departments.
• Efficient and effective administration of office and HR operational tasks, ensuring seamless day-to-day business operations.