• 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.
  

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.