Senior Manager – Talent & Organisation Performance

We are partnering on a confidential search for a Senior Manager – Talent & Organisation Performance to join a large, diversified organization based in Dubai. This is an opportunity for an experienced Talent Management / Organization Development professional who enjoys building, not simply maintaining. The role will shape and implement enterprise-wide people frameworks spanning Performance Management, Organization Development and Talent Management, translating business strategy into scalable people practices across a complex, multi-business environment. What will you own? • Design and continuously improve the Performance Management framework, including objectives, ratings, calibration, governance and reporting. • Develop an Organizational Balanced Scorecard, translating business strategy into measurable business and individual objectives. • Build and evolve Job Architecture, including job families, levels, role profiles and governance. • Lead job evaluation and benchmarking, ideally using Mercer IPE and/or Korn Ferry Hay, in partnership with Total Rewards. • Establish frameworks for critical roles, critical talent, talent reviews and succession planning. • Translate talent decisions into practical development, mobility, retention and workforce actions. • Lead people transformation initiatives from design through implementation, change and adoption. • Leverage people analytics, AI and automation to strengthen decision-making and improve people processes. • Partner with senior stakeholders across the organisation, bringing structure, insight and challenge to complex people topics. What are we looking for? You will ideally bring: • 5 - 8+ years of relevant experience across Talent Management, Organisation Development, HR Strategy or people transformation. • Experience gained within a Centre of Excellence, consulting environment or complex enterprise organization. • A strong track record of building and implementing people frameworks from the ground up, not only operating existing processes. • Hands-on experience across Performance Management, succession/critical talent and Job Architecture/job evaluation. • Demonstrable experience developing or implementing organizational Balanced Scorecards across multiple business areas. • Practical exposure to Mercer IPE and/or Korn Ferry Hay methodologies. • Strong understanding of the connection between Talent, OD and Total Rewards. • Excellent senior stakeholder management, facilitation and influencing capability. • Strong analytical and commercial judgement, with genuine curiosity around AI, automation, workforce analytics and the future of work. Why consider this opportunity? This is not a traditional operational HR position. You will have the opportunity to build core people infrastructure, influence senior-level decisions and create scalable frameworks that connect business strategy, organizational capability and talent outcomes. So, If your experience sits at the intersection of Talent Management, Organization Development and Performance, and you have a track record of building enterprise frameworks from the ground up, we would be interested in hearing from you. Show more Show less

5 - 8+ years of relevant experience across Talent Management, Organisation Development, HR Strategy or people transformation. Experience gained within a Centre of Excellence, consulting environment or complex enterprise organization. A strong track record of building and implementing people frameworks from the ground up, not only operating existing processes. Hands-on experience across Performance Management, succession/critical talent and Job Architecture/job evaluation. Demonstrable experience developing or implementing organizational Balanced Scorecards across multiple business areas. Practical exposure to Mercer IPE and/or Korn Ferry Hay methodologies. Strong understanding of the connection between Talent, OD and Total Rewards. Excellent senior stakeholder management, facilitation and influencing capability. Strong analytical and commercial judgement, with genuine curiosity around AI, automation, workforce analytics and the future of work.

Design and continuously improve the Performance Management framework, including objectives, ratings, calibration, governance and reporting. Develop an Organizational Balanced Scorecard, translating business strategy into measurable business and individual objectives. Build and evolve Job Architecture, including job families, levels, role profiles and governance. Lead job evaluation and benchmarking, ideally using Mercer IPE and/or Korn Ferry Hay, in partnership with Total Rewards. Establish frameworks for critical roles, critical talent, talent reviews and succession planning. Translate talent decisions into practical development, mobility, retention and workforce actions. Lead people transformation initiatives from design through implementation, change and adoption. Leverage people analytics, AI and automation to strengthen decision-making and improve people processes. Partner with senior stakeholders across the organisation, bringing structure, insight and challenge to complex people topics.