Manager – Performance Planning & Policies

Job Description

Core Responsibilities

• Design, own, and govern the HR Balanced Scorecard (BSC), KPIs, and the end-to-end performance planning cycle across the Group.
• Define and standardize performance targets, metrics, and measurement methodologies to ensure consistency, objectivity, and strategic alignment.
• Ensure performance frameworks support strategic priorities, cluster accountability, and enterprise value creation.
• Monitor HR performance outcomes and provide insights, trends, and recommendations for continuous improvement.
• Own the HR Policy Framework, including policy development, review cycles, standardization, version control, and approval governance.
• Ensure all HR policies clearly articulate roles, authorities, controls, and escalation points.
• Coordinate policy alignment with Legal, Compliance, Risk, Internal Audit, and key HR stakeholders.
• Monitor policy effectiveness and recommend enhancements based on implementation feedback, audits, and business needs.
• Establish and maintain HR governance standards, internal controls, and compliance requirements across all HR domains.
• Ensure HR frameworks are aligned with Group governance principles, regulatory expectations, and internal control standards.
• Act as the central HR authority for governance-related interpretations and clarifications.
• Own the HR DOA framework, including approval principles, authority limits, and decision rights.
• Define control rules, thresholds, and escalation logic for HR DOA dashboards and approval workflows.
• Ensure DOA structures support effective delegation to clusters while maintaining appropriate oversight and risk control.
• Periodically review DOA effectiveness and recommend refinements in line with operating model evolution.
• Monitor policy and governance compliance, identifying gaps, risks, and improvement opportunities.
• Act as the HR focal point for governance, policy, and DOA-related audits, including Internal Audit, external auditors, and regulatory reviews.
• Coordinate audit responses, corrective action plans, and closure of findings related to HR governance and controls.

Education

• al and Technical Qualifications:
• Bachelor's degree in Human Resources, Business Administration, or a related field
• HR certifications in Change Management, HR or related field (e.g., SHRM-CP, PHR) is a plus

Language Skills

• Fluency in English. Arabic is an added advantage
• Years of Experience:
• A minimum of 10 years of experience in a similar role.
• Combined experience in HR policy development, governance, HR systems, or digital transformation.
• Strong experience with Oracle Fusion or similar HRIS platforms.
• Experience in large government or semi-government entities is an advantage.
• Exposure to global policy frameworks is preferred.
• Nature of Experience:
• Hands-on experience in HR governance, policy management, and enterprise framework design within a large, complex, or multi-entity organisation.
• Proven experience owning and managing HR performance frameworks, including Balanced Scorecards, KPIs, and performance planning cycles.
• Demonstrated exposure to Delegation of Authority (DOA) models, approval hierarchies, authority limits, and control environments.
• Experience establishing and enforcing governance standards, internal controls, and compliance mechanisms across HR functions.
• Direct involvement in policy lifecycle management (design, review, standardisation, approvals, and effectiveness monitoring).
• Experience acting as a focal point for audits, including internal audit, external audit, or regulatory reviews related to HR governance and controls.
• Strong experience working with senior stakeholders (CHRO, Legal, Compliance, Risk, Finance) in governance‑driven environments.
• Exposure to dashboarding, metrics tracking, and escalation logic for governance and decision‑making frameworks is an advantage.