Talent Management Lead

About Ektis

Role purpose

Performance cycle ownership

• Own the annual cycle, including goal setting, check-ins, mid-year and year-end reviews, calibration and development planning.
• Maintain the calendar, governance, communications, guidance and decision points needed to keep each stage on track.
• Ensure goals, feedback, assessments and ratings are applied consistently across teams, grades, locations and contract types.
• Review each cycle and improve the framework, process and employee experience using business needs, feedback, data and lessons learned.

Consulting calibration and judgement

• Apply performance management practices suited to project-based consulting, including multiple reviewers, project feedback, grade expectations, utilisation, promotion readiness and cohort calibration.
• Coordinate leadership calibration and moderation discussions, ensuring decisions are evidence-based, consistent and documented.
• Monitor individual and cohort performance trajectories to identify inconsistencies, emerging risks and missing evidence.
• Advise senior leaders on performance, potential, progression and talent decisions, constructively challenging risks to fairness or consistency.

Culture, recognition and trust

• Treat the performance framework as a central culture mechanism and be accountable for how employees experience it as well as how it is executed.
• Raise the quality of performance conversations so feedback is specific, timely and useful.
• Promote fairness across cohorts, grades, locations, nationalities and contract types, and surface patterns suggesting bias or inconsistent standards.
• Make progression criteria transparent and address underperformance with leaders.
• Own the firmwide recognition programme and platform.

Requirements

• Ability to own and operate an established annual performance cycle while improving and scaling its framework and processes.
• Strong understanding of performance management in a project-based consulting environment, including multiple reviewer inputs, project feedback, grade expectations, utilisation, promotion readiness and cohort calibration.
• Ability to work closely with senior leadership, project leaders and mentors on consistent and evidence-based performance and talent decisions.
• Ability to identify performance risks, inconsistencies and potential bias, and constructively challenge decisions where fairness or consistency is at risk.