Key responsibilities and accountabilities:

Performance Management and Productivity Leadership

• Lead the design, governance, and continuous improvement of the enterprise performance management framework.
• Ensure that corporate objectives cascade into departmental goals and individual performance targets.
• Oversee the performance management cycle including goal setting, reviews, calibration, and evaluation processes.
• Strengthen leadership accountability through structured performance discussions and evidence-based decision making.
• Integrate performance outcomes into reward, promotion, succession planning, and workforce development decisions.
• Champion the adoption of performance analytics and digital tools to support performance tracking and productivity monitoring.
• Advise executive leadership on workforce productivity trends and performance risks across the organization.

Organizational Culture and Employee Engagement Leadership

• Champion the integration of organizational values into leadership behaviors and everyday decision making.
• Design and oversee employee engagement strategies that enhance employee experience and workplace trust.
• Lead enterprise employee-listening to mechanisms including engagement surveys, pulse surveys, and leadership feedback channels.
• Translate engagement insights into actionable initiatives that improve morale, productivity, and retention.
• Partner with executive leaders to address cultural risks and strengthen a consistent organizational identity across teams.
• Provide oversight on engagement improvement plans across departments and monitor progress toward agreed outcomes. 

Strategic Reward and Recognition Frameworks

• Design and govern reward and recognition frameworks that acknowledge employee contributions and reinforce organizational values.
• Advise senior leaders on reward practices that support retention of critical talent and motivate high performance.
• Review internal compensation structures and benchmark practices against market trends.
• Ensure transparency and consistency in recognition practices across the organization. 

 Leadership Coaching and Capability Development

• Provide executive coaching to leaders on performance management, employee engagement, and talent development.
• Build managerial capability in goal setting, feedback conversations, and development planning.
• Guide leaders through complex performance management challenges and improvement processes.
• Partner with learning and development teams to address organizational capability gaps.

Multi-Country HR Operations Leadership

• Oversee the delivery of core HR operational processes across assigned markets including recruitment coordination, onboarding, employee lifecycle management, and employee relations.
• Ensure consistency in HR practices, policies, and procedures across countries while allowing necessary adaptation to local regulatory requirements.
• Provide guidance to in-country HR teams and business leaders on operational HR matters and workforce challenges.
• Monitor HR service delivery standards and ensure efficient execution of HR processes across all operating locations.
• Identify operational HR risks and implement corrective actions to maintain effective people management practices.

Workforce Planning and Organizational Advisory

• Partner with country leadership to ensure workforce plans support operational and growth objectives.
• Provide insight on staffing levels, capability needs, and organizational structure improvements.
• Support leaders in identifying talent gaps and workforce development priorities.
• Guide leadership teams on managing workforce transitions, restructuring initiatives, or role realignments.

HR Governance, Compliance and Risk Management

• Provide oversight on compliance with local employment legislation across all countries of operation.
• Ensure the consistent application of HR policies, disciplinary procedures, and employee relations frameworks across markets.
• Work closely with legal and compliance teams to address employment risks and regulatory changes.
• Maintain strong governance practices in areas such as employee documentation, contracts, and HR record management.
• Provide leadership guidance during sensitive employee relations matters or workplace disputes.

Requirements

Academic & Professional Qualifications 

• Bachelor’s degree in Human Resource Management, Business Administration, Industrial Psychology, or a related field. MBA on a business-related course is an added advantage.
• Mandatory professional qualification: CHRP / IHRM Higher Diploma / SHRM / CIPD or equivalent
• Minimum 8–10 years progressive HR experience, with at least 3- 5 years as a Performance Specialist.
• Experience working in multi-country, fast-growing, or emerging market environments is a strong advantage.
• Exposure to HR transformation, performance systems, organizational design, and HR technology is an added advantage.