1. Employee Engagement & Retention
Develop and execute initiatives to strengthen employee engagement, culture and retention.
Manage employee engagement and pulse surveys, analyse feedback and identify key themes and areas for improvement.
Develop and track engagement action plans together with managers and leadership.
Support employee listening initiatives, focus groups and feedback sessions.
Manage employee recognition initiatives and programmes.
Partner with managers to identify opportunities to improve employee experience and engagement.
2. Learning & Development
Conduct training needs analysis and identify capability gaps across the organisation.
Develop and maintain the annual Learning & Development plan.
Coordinate internal and external training programmes, workshops and development initiatives.
Manage training vendors, budgets, schedules and logistics.
Support leadership and manager development programmes.
Track participation, feedback and effectiveness of learning programmes.
Promote a culture of continuous learning and development.
3. Career & Talent Development
Support the development of career pathways, job levels and career development frameworks.
Facilitate Individual Development Plans (IDPs) and employee development conversations.
Support talent review, succession planning and talent development initiatives.
Identify opportunities for internal mobility and career growth.
Partner with managers to develop high-potential and critical talent.
4. Performance Management
Coordinate the organisation's performance management cycle.
Ensure managers and employees understand performance expectations, goal setting and review processes.
Support performance calibration and talent discussions.
Provide guidance and resources to managers on effective performance conversations and feedback.
Analyse performance trends and identify opportunities for manager or employee development.
5. Employee & Manager Support
Act as a point of contact for employees seeking guidance on career development, learning and performance matters.
Partner with managers to address people development and engagement challenges.
Provide practical advice and coaching resources to help managers become better people leaders.
Escalate complex employee relations matters to the Chief of People / appropriate HR lead when required.
6. People Analytics & Continuous Improvement
Track and report key people metrics including engagement, retention, training participation and development activities.
Translate people data and employee feedback into actionable recommendations.
Prepare regular reports and insights for the People leadership team.
Continuously evaluate the effectiveness of people programmes and recommend improvements.
Requirements
Bachelor's degree in Human Resources, Business, Psychology, Organisational Development or a related field.
4–7 years of experience in HR, Learning & Development, Talent Management, Employee Engagement, Organisational Development or a similar role.
Experience designing or implementing employee engagement and/or learning programmes.
Good understanding of performance management and employee development practices.
Strong stakeholder management and communication skills.
Comfortable working with managers and employees at different levels.
Strong project management and organisational skills.
Able to analyse feedback and people data and translate insights into practical actions.
Proactive, hands-on and comfortable working in a growing organisation.
Able to work independently while collaborating effectively with the wider People team.
The Person We Are Looking For
You are someone who:
Cares about people, but is also comfortable challenging the status quo.
Enjoys understanding why employees behave, engage and develop in certain ways.
Can turn employee feedback into practical action.
Is comfortable moving between strategy and execution.
Enjoys designing programmes rather than simply administering them.
Can build trust with employees and…