People Development Manager

A highly experienced and skilled HR professional is required to lead the development of people strategies, drive business success through strategic initiatives, and foster a positive work environment.

• Act as a trusted advisor to senior leadership on all people-related matters.
• Participate in business planning and provide data-driven insights on workforce implications for growth, transformation, and market changes.
• Align actionable HR initiatives and business KPIs to drive organisational outcomes such as revenue, innovation, and customer satisfaction.
• Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities.
• Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
• Oversee the implementation of talent development, succession planning, and continuous learning programs.
• Act as executive sponsor for transformation, digitalisation, and change initiatives across the organisation.
• Develop and execute structured change management plans including stakeholder engagement, communication, and training.
• Build change leadership capabilities throughout the management team to foster adaptability and resilience.
• Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and championing a shared vision for organisational transformation.
• Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future.
• Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
• Champion diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.
• Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
• Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
• Oversee resolution of complex employee relations issues, promoting fairness and organisational values.
• Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
• Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
• Oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
• Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
• Structure compensation and benefits strategies clearly and transparently across the organisation.
• Oversee the design, implementation, and continuous improvement of the performance management framework.
• Ensure the alignment of individual, team, and organisational goals through effective use of objectives, key results (OKRs), KRAs, and KPIs.
• Champion continuous feedback, coaching, and development conversations between managers and employees.
• Lead the periodical performance review process, including calibration sessions, talent reviews, and succession planning.
• Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification.

• A dynamic and inclusive work environment that fosters innovation and collaboration.
• Competitive compensation and benefits packages that attract and retain top talent.
• Opportunities for professional growth and development through ongoing learning and training.
• A comprehensive performance management framework that ensures fairness and transparency.