Talent Development & Performance Management Sr. Supervisor

Performance Management Cycle Ownership Own and administer the Group annual performance management cycle end-to-end: goal setting, KPI cascading from entity target letters, mid-year reviews, year-end appraisals, and calibration sessions. Design, maintain, and continuously improve performance review forms, rating scales, and KPI frameworks for all entities and job families, ensuring alignment with strategic targets. Guide managers and HR Business Partners on goal quality, evaluation standards, and feedback practices to ensure consistency and fairness of performance outcomes across sites. Consolidate performance results, lead calibration analysis, and present cycle outcomes and distribution reports to the HR Manager and leadership. 2. Learning & Development Programs Conduct group-wide training needs analysis (TNA) in coordination with HR Business Partners and department heads, translating business priorities and performance gaps into an annual training plan and budget. Manage delivery of the training plan, including internal programs, external vendors, and technical/operational training for port and logistics roles. Ensure 100% completion of mandatory safety and compliance training in coordination with HSE and site management, maintaining auditable training records. Evaluate training effectiveness (attendance, assessments, application on the job) and report utilization and impact against plan and budget. 3. Talent Review & Succession Planning Run the annual talent review process, facilitating talent identification and assessment discussions with entity leadership and HR Business Partners. Build and maintain succession plans for critical and hard-to-fill roles, tracking readiness levels and development actions for successors. Design individual development plans (IDPs) for high-potential employees and monitor execution with line managers. 4. Capability Building & Leadership Development Design and deliver supervisory and leadership development programs for team leaders, supervisors, and section heads across the Group. Develop competency frameworks per job family in alignment with job descriptions, and embed them in development, assessment, and promotion decisions. Manage internship and early-talent programs, including program design, intake coordination, and conversion tracking. 5. Onboarding & Induction Frameworks Own the Group onboarding and induction framework, ensuring new hires across all entities receive structured orientation, role-specific training, and probation-period reviews. Coordinate with HR Operations and site teams to track onboarding completion and probation evaluation outcomes.