Performance & Talent Strategy Lead

Responsibilities

• Design and implement a clear, structured Performance Review process, 360° feedback, and goal-tracking methodology from scratch 
• Lead vendor evaluation, contracting, configuration, and ongoing administration of the new performance management tool
• Monitor workflow adoption to ensure HRBPs and managers execute reviews on time and adhere to established standards
• Establish calibration guidelines, resolve evaluation disputes
• Build and digitize transparent career tracks, job levels, and competency matrices so every employee understands their growth opportunities
• Act as the primary owner of the talent pipeline - managing HiPo dashboards, tracking PDP completion, and preventing high-potential employees from feeling "stuck"
• Oversee internal mobility, navigate cross-team talent transfers smoothly, and build succession planning models
• Digitize review outputs into actionable executive dashboards to inform strategic decision-making
• Hire, mentor, and lead a dedicated 2-person team (Performance Process Specialist and Career & Promotion Specialist) as the function scales

Requirements

• 2–3+ years of experience launching and managing performance evaluation cycles (KPI/OKR, 360° feedback, calibration)   
• Practical experience in selecting, configuring, and automating Performance Management Systems   
• Ability to design job maps, grading systems, competency matrices, and clear promotion criteria for both Tech and Non-Tech roles   
• Solid understanding of HiPo identification, Career Pathing, 9-Box Grid, and succession planning for key positions   
• Strong analytical mindset to digitize performance data, create executive dashboards, and drive objective, data-backed decisions   
• Upper-Intermediate (B2+) level of English for effective communication across global teams   
• Basic knowledge of evaluation ethics and data privacy standards (GDPR)

We offer

• 10 paid sick leave days per year
• 20 paid vacation days per year
• Public holidays as per the company’s approved Public holiday list
• Medical insurance
• Opportunity to work remotely
• Professional education budget
• Language learning budget
• Wellness budget (gym membership, sports gear and related expenses)

Role mission

To create and grow a global performance assessment and career development ecosystem to foster a high-performance culture. To build and maintain a performance management infrastructure that enables fair, consistent, and business-aligned evaluation for every employee—delivering differentiated outcomes for top performers and clear growth paths for all.

Requirements hard skills

1. Performance Management Architecture: Expertise in designing end-to-end performance review cycles, OKR/KPI cascades, 360-degree feedback, and calibration methodologies across multi-regional teams.

2, PMS Platform Implementation & Administration: Hands-on experience with vendor evaluation, system configuration, workflow automation, and data integration for HRIS, ATS, Jira, etc.

3. Competency & Job Framework Design: Ability to build comprehensive job architectures, leveling matrices, skill taxonomies, and clear promotion criteria across technical and non-technical guilds.

4. Talent Assessment & Succession Planning: Proficiency in deploying talent mapping frameworks (e.g., 9-Box Grid), HiPo identification criteria, critical role risk analysis, and succession pipeline metrics.

5. HR Data Analytics & Reporting: Advanced capability to transform performance data, rating distributions, and completion metrics into executive dashboards, data-backed insights, and board reports.

6. HR Governance & Compliance: Knowledge of labor regulations, data privacy (GDPR), evaluation ethics, and vendor contracting standards.

Requirements soft skills

1. Strategic Thinking & Alignment: Ability to translate high-level business objectives into concrete performance systems that drive organizational productivity and culture.

2. Cross-Functional Stakeholder Management: Skill in influencing and aligning C-suite leaders, Department Heads, and HR Business Partners around shared talent standards and calibration outcomes.

3. Change Management & Enablement: Talent for driving company-wide adoption of new tools and processes through clear communication, empathy, and structured manager training.

4. Analytical Objectivity & Fairness: Strong judgment and impartiality to challenge evaluation bias, maintain calibration standards, and ensure equitable treatment for all employees.

5. Problem-Solving & Agility: Resilience in navigating complex organizational structures, adapting methodologies to evolving business needs, and resolving process bottlenecks proactively.

Leadership Skills:

Visionary Talent Leadership: Ability to set a clear direction for talent strategy, inspire cross-functional teams, and act as a champion for an empowered high-performance culture.

Accountability & Decision Ownership: Strong sense of ownership to drive strategic HR initiatives from ideation through implementation, standing firm on objective evaluation standards.

Responsibilities

1. Performance System Setup & Automation: Lead the vendor selection, contracting, workflow configuration, and system implementation of the performance management platform.

2. Performance Architecture & Review Design: Build and refine end-to-end Performance Review, 360° feedback, and KPI tracking frameworks across all company locations and guilds.

3. Calibration Framework Ownership: Design and oversee calibration methodologies to ensure fair, consistent, business-aligned, and objective evaluation outcomes.

4. Competency & Job Framework Development: Lead the design and digitization of cross-functional competency matrices, career tracks, and job leveling architectures.

5. Talent Identification & HiPo Strategy: Formulate criteria to identify, track, and maintain High Potential (HiPo) and key talent pipelines in partnership with L&D.

6. Succession Planning Methodology: Build and maintain succession planning models and 9-Box mapping frameworks to secure the future leadership bench.

7. Performance Quality & Analytics Governance: Establish evaluation quality standards, track review adoption and completion metrics, and provide executive talent insights.

8. Process Enablement & Operational Alignment: Partner with the Performance Process Specialist, HR Business Partners, and leadership to embed a continuous feedback and high-performance culture.