Sr. Performance Management & Development Specialist (PROSPECTIVE HIRE)
Job Purpose
This role is responsible for co‑designing and managing the full employee development journey, from probation and onboarding through competency building, performance reviews, and learning initiatives. This role builds an ecosystem enabling employees to progress on measurable competencies and facilitates this objective with functional managers. This includes owning end‑to‑end development processes, operationalising consistent and unitified data‑backed performance management cycles, and building a cost‑effective learning system.
Key Responsibilities
1) Probation & Onboarding
• Design probation process (60/90-day checkpoints, structured 30-60-90 plans, evaluation forms) and integrate probation outcomes
• Facilitate manager (departmental) onboarding toolkits
2) Competency & Behavioral Frameworks
• Build and maintain competency matrices and KPIs all roles, validated and periodically reviewed with functional managers for consistency, referencing and ensuring objectives remain SMART as the business evolves
• Ensure the company values are embedded, reflected and practiced in
• Contribute on JD designs linking role expectations with OKRs
• Define levels for fair promotion criteria and behavioral indicators
3) Performance Cycles & Feedback
• Run quarterly OKR alignment and mid-cycle reviews; maintain fair, practical calibration and optimum bell curves
• Standardize 1:1 agendas, feedback models (SBI/STAR/COACH), and development planning
• Administer performance reviews (forms, guidance, timelines and grievances).
• Track promotion readiness and succession pipeline.
4) Learning & Development[SE1]
• Oversee the collection and analysis of Training Needs Assessments (TNAs), linking them with performance review cycles; evaluate ROI/outcomes of learning initiatives and coordinate with external providers in line with budget
5) Analytics & Reporting
• Build dashboards for probation outcomes, competency gaps, OKR progress, review outcomes, internal mobility. This task is not a periodical task, but rather part of a continuous development loop
• Measure learning activity and impact (engagement, application, performance uplift)
• Rely on data, surveys and dashboards for reporting insights
Qualifications
Qualifications
• Bachelors in HR, Organizational Psychology, Business, or related
• 5-7 years of experience in Performance Management, Employee Onboarding, L&D
• SaaS/FinTech sector experience is a plus
• Hands-on with competency frameworks, OKRs, calibration, IDPs
• Strong facilitation and stakeholder management skills.
• Working knowledge with one of more HRIS / analytics tools (Excel/Power BI), and collaboration platforms
• Evidence of building inhouse/organisational learning frameworks and ecosystems
Additional Information
If you're excited to embark on this journey with us, to be part of an innovative team that's changing the game for small businesses, we encourage you to apply. At mazeed, we don't just hire employees; we welcome team members who share our values and vision. Join us in making a real impact on the financial well-being of small enterprises while advancing your own career. Your success is our success, and together, we'll reach new heights in the world of finance and accounting.
Join our mazeed Family and enjoy a comprehensive benefits package that includes competitive compensation, comprehensive health coverage, professional development opportunities, work-life balance initiatives, an inclusive company culture, and performance bonuses and incentives. We prioritize the well-being and growth of our employees and strive to create a supportive and rewarding work environment.