Talent Manager and Performance Manager

Global Framework Design and Governance

• Lead the definition, implementation, and evolution of global frameworks for Performance Management, Talent Management, Succession, and Strategic Workforce Planning.
• Ensure alignment with business strategy, leadership, compensation, and corporate culture.
• Define criteria to identify key talent and critical positions.
• Establish annual processes and calendars, ensuring consistency and transparency across the organization.

Performance and Talent Management Cycles

• Manage the annual Performance and Talent Management cycles, including:
• Goal setting
• Continuous development conversations
• Year-end performance evaluations
• Talent conferences and calibration sessions
• Succession planning and Strategic Workforce Planning

Competencies and Capabilities

• Establish and maintain a global competency framework integrated into core HR processes.
• Analyze skill and capability needs, guiding targeted upskilling and reskilling initiatives.

Executive Reporting

• Prepare presentations and reports for the Group Executive Committee and Board of Directors, transforming complex data into clear strategic insights.

Stakeholder Enablement

• Train HR Business Partners and Market Unit SMEs with guides, communication materials, and training to ensure consistent application of processes.
• Lead the PM/TM Circle, bringing together SMEs and key stakeholders to drive successful development and implementation of Performance & Talent Management frameworks.

HR Technology and Analytics

• Collaborate with HR Tech to ensure SuccessFactors optimally supports Performance and Talent Management processes.
• Monitor and analyze performance and talent data, providing actionable insights for strategic decision-making.

Continuous Improvement and Benchmarking

• Incorporate external best practices and internal feedback to ensure frameworks remain relevant, innovative, and high-impact.