POSITION SUMMARY

The HR Manager – Training and Performance drives a culture of growth and accountability by leading learning, development, and performance strategies. This role designs impactful training, supports career pathways, and manages performance frameworks to build capability, strengthen leadership, and deliver results aligned with business goals

Key Responsibilities

Training & Development

1. Assess training needs across all business units through job analysis, performance reviews, and consultation with managers.
2. Design and deliver training programs (in-house and external) to address identified needs.
3. Implement leadership development and succession planning initiatives.
4. Manage training budgets, vendors, and learning platforms.
5. Monitor and evaluate the effectiveness of training interventions, ensuring measurable impact on business performance.
6. Maintain training records and ensure compliance with regulatory and company requirements.

Performance Management

1. Lead the development, rollout, and ongoing management of the performance management system.
2. Partner with managers to set clear performance expectations, goals, and KPIs aligned with organizational objectives.
3. Guide leaders on conducting effective probation reviews, performance appraisals, and feedback conversations.
4. Oversee performance improvement plans (PIPs) and ensure consistency in their application.
5. Provide data-driven insights and reports on employee performance, engagement, and productivity.

Employee Development & Engagement

1. Support career development planning and create talent pipelines for critical roles.
2. Foster a high-performance culture through employee engagement initiatives, recognition programs, and continuous feedback.
3. Coach and mentor managers to strengthen their people-leadership capabilities.

1. Collaborate with HR colleagues on succession planning, workforce planning, and talent mapping.

Governance & Compliance

1. Ensure all training and performance practices align with company policies, labor laws, and best practice standards.
2. Maintain confidentiality and professionalism in all employee-related matters.

Qualifications & Experience

1. Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
2. Professional HR certification (e.g., SHRM, CIPD, HRCI) is an asset.
3. 5+ years’ experience in HR, with at least 3 years in training, learning & development, or performance management.
4. Proven track record in designing and implementing training and performance frameworks in a multi-location or fast-paced environment.
5. Strong knowledge of HRIS, learning management systems (LMS), and performance management tools.

Skills & Competencies

1. Strong facilitation and presentation skills.
2. Analytical mindset with the ability to interpret HR metrics and performance data.
3. Excellent interpersonal and communication skills, with the ability to influence and build trust across all levels of the business.
4. Strategic thinker with a hands-on, execution-focused approach.
5. Strong problem-solving, conflict resolution, and coaching abilities.
6. Ability to manage multiple projects with tight deadlines.