.Job Purpose 

Designing and executing targeted development programs, identifying and cultivate special potential
talent across the organization supporting the employee individual growth and enhancing the
company's employer branding as a leader in people development

Reports to \:

Development
• Participate in implementing key development initiatives such as mentorship and job rotation
programs to support employee development and enhance the company's employer branding as a
leader in people development.
• Administer the Talent Discoverer Program to identify and nurture high-potential employees
across the organization.
• Manage the execution of the development program from scheduling, and logistics to successful
delivery and follow-up.
• Conduct training sessions on topics relevant to professional development and personal
development plans (PDPs), career development, adapting content to meet the specific needs of
participants.
• Communicate with training institutes, universities, and professional development providers
ensuring smooth communication, payments and handling their inquiries and concerns

• Update all records of the development activities, maintaining detailed documentation to ensure
accuracy and easy access for ongoing reference and assessment.
• Deliver regular reporting on the execution highlighting successes and areas for improvement.
Performance Management
• Oversee the launch and execution of the performance management cycle, ensuring it aligns with
the functional goals and HR strategies.
• Support in developing and delivering educational materials and sessions to enhance staff
understanding of the performance management system and processes.
• Identify opportunities to enhance the effectiveness of the performance management system and
initiatives. Implement best practices to improve overall employee performance management.
• Collaborate with IT and other relevant teams to enhance the PM system, making necessary
adjustments to improve user experience and align with strategic changes.
• Extract and analyse performance data from the system. Monitor completion rates and other key
metrics for each cycle, providing regular reports and actionable insights to HR leadership.
• Respond to employee inquiries and issues regarding the PM process in a timely and supportive
manner. Act as a point of contact for troubleshooting and resolving system-related concerns.