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.