Design job families, levels, career ladders and levelling criteria.
Build functional and leadership competency frameworks with behavioural indicators for each level.
Redesign the architecture when roles or structures change.
Design and run the full performance cycle: goals (OKRs or KPIs), check-ins, reviews and calibration.
Link performance outcomes to promotions, rewards and development.
Design and run regular talent reviews that assess employees on both performance and potential.

🎯 Requirements

MBA in Human Resources or a related field.
6–8 years of experience in Talent Management or Organisational Development, preferably in a
Hands-on experience in designing career architecture, competency frameworks, and performance
Experience in talent reviews, succession planning, and organisational change.
Strong analytical and data interpretation skills.
Proficiency in HRIS platforms such as Darwinbox, Workday, or SuccessFactors.

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