Senior Talent & Organization Development Specialist/Lead

Job Location



November 29, 2021


People Function

About the job

Role Overview: 

Lead Talent & Performance Management and facilitate People Business Partners across the company to execute all the processes efficiently & effectively.

Education & Experience:

• Bachelor’s Degree (Preferably in Human Resource Management)

• 4-5 years of relevant HR/People experience with at least 2 years in a COE/OD role

Technical and analytical skills:

• Knowledge of HR/People Strategy & Planning

• Strong understanding of talent management, performance management, leadership competency framework, organization

design principles, and job evaluation.

Non-Technical skills:

• Stakeholder Management

• Execution with Excellence

• Strong Interpersonal & Communication Skills

• Project Management

Key Responsibilities:

Organization Development:

• Develop organization design principles; lead and ensure proper implementation across the organization.

• Develop guidelines for Job Analysis and support People Business Partners to complete Job Analysis across the organization.

Performance Management:

• Develop & Implement a Performance enhancement framework (PEF).

• Provide end-to-end support to People Business Partners throughout the Annual Performance Review Cycle for Setting OKRs,

Quarterly Check-Ins, Mid-Year Check-In, Performance Calibration and Year-end Performance Reviews.

• Ensure Performance Improvement Plans (PIP) are timely prepared and implemented.

• Ensure Individual Development Plans (IDPs) are prepared and diligently followed for all Hi-potentials across the organization.

Talent Management:

• Develop a talent management suite with various tools which enable Capiter People to express themselves.

• Develop an integrated leadership competency model and align it with all other People processes.

• Develop an end-to-end process for talent reviews & succession planning.

• Provide end-to-end support and tools to People Business Partners for Talent Reviews & Succession Planning.


• Identify learning need trends by conducting an organization-wide learning needs analysis.

• Design a calendar scheduling learning events based on common learning requirements.

• Oversee all learning activities.

• Engage with consultants and relevant internal stakeholders to design external and in-house trainings for all Capiter People.

• Ensure that the learning budget is adhered to when planning learning events and is proportionally utilized on all departments.

• Design activities to reinforce Capiter’s values across all markets.