HR Performance & Learning Architect

We're Hiring: HR Performance Learn & Development Specialist

We are supporting our client by hiring an experienced HR Performance Learn & Development Specialist to join their team.

Job Purpose Summary:

The HR Performance, Learning & Development Specialist is responsible for managing the company’s performance management processes and supporting employee development initiatives across the organization. The role oversees the implementation of performance appraisal systems, coordinates training needs analysis and learning programs, supports career development and succession planning initiatives, and contributes to employee engagement initiatives aimed at improving organizational performance and workforce capability.

Roles & Responsibilities:

• Performance Management System:
  • Administer and maintain the company’s Performance Management System.
  • Coordinate the annual and periodic employee performance appraisal cycles.
  • Support departments in defining Key Performance Indicators (KPIs) aligned with organizational objectives.
  • Monitor the implementation of performance evaluation processes across the company.
  • Ensure performance reviews are conducted consistently and documented appropriately.
  • Prepare performance management reports for HR leadership and senior management.
• Training Needs Analysis:
  • Conduct training needs analysis (TNA) to identify organizational learning requirements.
  • Coordinate with department heads to identify skill gaps and training priorities.
  • Analyze performance evaluation outcomes to determine development needs.
  • Develop annual training plans aligned with organizational objectives.
  • Maintain documentation of training needs assessments and learning priorities.
• Learning & Development Programs:
  • Coordinate the design and delivery of training programs and professional development initiatives.
  • Liaise with internal and external training providers to deliver learning programs.
  • Monitor the implementation and effectiveness of training activities.
  • Maintain training records and employee development documentation.
  • Evaluate training outcomes and recommend improvements to development programs.
• Career Development & Succession Planning:
  • Support the development of career path frameworks for key organizational roles.
  • Assist HR leadership in identifying high-potential employees and talent development opportunities.
  • Maintain documentation related to succession planning initiatives.
  • Support management in identifying potential successors for critical roles.
  • Monitor the progress of succession planning initiatives across the company.
• Employee Engagement Initiatives:
  • Support the development and implementation of employee engagement programs.
  • Coordinate initiatives that promote employee motivation, participation, and workplace satisfaction.
  • Assist in organizing employee engagement activities and internal events.
  • Support employee feedback mechanisms such as surveys and engagement assessments.
  • Monitor engagement indicators and provide insights to HR leadership.
• Performance Analytics & Continuous Improvement:
  • Maintain performance and training data to support HR reporting and workforce analytics.
  • Analyze performance and training outcomes to identify improvement opportunities.
  • Support HR leadership in evaluating the effectiveness of performance management and learning initiatives.
  • Maintain documentation related to performance management and training activities.
  • Recommend improvements to HR development frameworks and processes.

Skills:

• Technical / Functional Skills:
  • Knowledge of performance management systems and KPI frameworks.
  • Experience in training needs analysis and learning program design.
  • Understanding career development and succession planning practices.
  • Familiarity with HR systems (HRIS/ERP) and reporting tools.
  • Ability to analyze performance data and generate insights.
• Professional Skills:
  • Strong communication and facilitation skills.
  • Ability to influence and support managers and employees.
  • Analytical thinking and problem-solving abilities.
  • Strong organizational and coordination skills.
  • Proactive and development-oriented mindset.
  • Ability to manage multiple initiatives effectively

Education:

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

Certificates:

Professional Certifications include:

• SHRM-CP / SHRM-SCP,
• CIPD Level 5 or Level 7,
• Certified Professional in Learning & Performance (CPLP).

Computer Literacy:

• Computer literate.
• Proficiency in MS Office and ERP system.

Languages:

English fluent.
Arabic is preferred.

Experience

• 7–10 years of relevant experience in performance management, training, or HR development.
• Experience in performance systems, training programs, and employee development initiatives is required.
• Experience in corporate environments is preferred.