Senior Manager, Leadership & Performance

Strategic Learning & Capability Development

• Define and implement the organization’s learning strategy, aligning with strategic business goals, talent needs, and future skills requirements.
• Drive enterprise capability building programs that focus on upskilling, reskilling, and leadership pipeline development across all levels of the organization.
• Oversee the design and execution of a Learning Architecture that includes technical, functional, and behavioural development frameworks.
• Introduce modern learning modalities (blended learning, digital platforms, coaching, mentoring) to support diverse learning needs.
• Embed learning analytics and insights into program design and delivery for continuous improvement.

Performance Management & Culture Building

• Lead the performance management strategy and execution, ensuring alignment with organizational objectives and business unit priorities.
• Continuously improve the Performance Management System (PMS), including policies, tools, and processes to drive accountability, transparency, and development.
• Serve as the Performance Business Partner to department heads and senior leaders, enabling robust performance dialogues, calibration sessions, and talent discussions.
• Drive the integration of performance data into rewards, succession, and workforce planning decisions.
• Promote a culture of real-time feedback, coaching, and development plans for both high performers and those needing support.

Leadership Development & Succession Planning

• Lead the design and implementation of leadership development frameworks, talent acceleration programs, and succession plans for critical roles.
• Partner with HRBPs and executive leadership to identify and nurture high-potential talent, ensuring a healthy leadership pipeline.
• Oversee implementation of Individual Development Plans (IDPs) and cross-functional development assignments.

Governance, Program Management & Budget Oversight

• Lead the annual Learning & Development planning cycle, including budget planning, program roadmaps, vendor management, and compliance reporting.
• Ensure proper governance and documentation of all learning and performance initiatives in alignment with regulatory and quality assurance standards.
• Evaluate and manage strategic partnerships with external vendors, consultants, and learning platforms to ensure high-quality and cost-effective delivery.

Data Analytics, Reporting & Impact Evaluation

• Develop and maintain robust learning and performance dashboards, KPIs, and scorecards for review by senior management and Board Committees (if applicable).
• Monitor and evaluate program effectiveness and ROI through pre/post-assessments, business impact analysis, and stakeholder feedback.
• Leverage HR analytics to uncover trends, gaps, and opportunities related to workforce development and performance.

Stakeholder Engagement & Change Enablement

• Collaborate closely with HR Business Partners, Talent Management, OD, and Functional Leaders to embed learning and performance practices within business processes.
• Act as a change agent and champion for learning and performance, ensuring stakeholder buy-in and alignment across the organization.
• Promote employee engagement through accessible, inclusive, and impactful development opportunities.