Job Purpose :- To support the successful implementation of the company’s strategy by designing and implementing effective performance management, talent development, succession planning programs and ensuring proper alignment of organizational structure and governance mechanisms with strategic and operational requirements.

Duties and Responsibilities:

Generic Duties:

• Plans, leads, organizes, staffs & controls department’s overall activities.

• Designs and implements procedures, systems, and tools to maximize departmental operating efficiency.

• Assesses risks by following industry trends to ensure profitability, company survival and provide solutions.

• Coaches, mentors, and develops employees through periodic performance evaluations and ongoing performance dialogue and feedback.

• Ensures adherence to company policies and procedures and undertake disciplinary actions if the need arises.

Main Duties & Responsibilities: 

• Designs performance and talent management strategy, programs, and policies.

• Advocates for the segmentation of talent and the need to invest in segments according to the value gained from segments, work with the business and strategic planning process to identify and segment talent pools and recommend and apply unique HR strategies based on segmented talent pools and their unique needs. 

• Creates and oversees the implementation of the procedures that support and enhance employee performance as per the company’s objectives.

• Conducts business intelligence and the necessary data to assess employee performance and identify individual and departmental workplace issues and development barriers.

• Designs company's performance management system based on leading practices with the aim to provide a fair and transparent performance management across functions.

• Develops and updates the annual appraisal process and guidelines and manages the appraisal process.

• Handles the performance management cycle process from start to end and monitor timely and accurate completion of the appraisals (e.g., forms and templates, communications).

• Works with internal stakeholders across functions to embed a culture of continuous feedback on employee performance.

• Provides support to line managers in applying the performance management system they face challenges with the implementation.

• Resolves problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, transparent and equitable way.

• Works with management bodies to identify and address their specific talent needs and challenges, and to identify general talent improvement needs and implement solutions. 

• Supports learning and development team in developing and implementing competency mapping framework and ensure the appropriate application of competency dictionaries in performance management, career development and other talent programs. 

• Defines and implements talent pipeline strategy and processes, and career mobility programs including the definition of competencies and career paths. 

• Develops and recommends succession management strategies, policies, and program design, setting scope and boundaries for the talent pool and using it to identify succession gaps/ assess bench strength and performance and potential of the talent pool. 

• Advice and supports employees to realize their career development aspirations and oversees the implementation of a career progression scheme.

• Conducts leadership assessments and designs and implements appropriate executive/leadership development programs.

• Performs other duties assigned by the immediate supervisor.

Job Requirements

Qualification and Skills

Education:

• BA or MA Degree in Human Resource Management/Business Administration/Management/ Public Administration Development Management or related fields.

Experience:  

• 8 years of relevant experience 

Skills:

• In-depth knowledge of employment and labor laws and regulations

• Excellent communication and interpersonal skills

• Excellent knowledge of employment legislation. 

• Knowledge of leading practice, strategies, tools and processes in succession and career management.                                                                                                              

• Knowledge and use of key performance management instruments and tools. 

• Ability to implement tools and systems to monitor and evaluate learning and development programs.     

How To Apply

Applicants who fulfill the above-mentioned criteria could submit detailed curriculum vitae along with supporting documents/credentials accompanied by cover letter addressing hr@kerchanshe.com  with the subject line of “Manager, Talent Management and Development” from November 27 ,2025 up to December 05,2025.

Only shortlisted candidates will be contacted