Senior Manager of People Development

🚀 Welcome to Your Next Adventure! The Senior Manager of People Development is responsible for designing, governing, and evolving Snoonu’s global frameworks for organizational culture, performance management, succession planning, competency development and career progression. This role defines the standards, architecture and governance mechanisms that ensure consistency and scalability across all countries where Snoonu operates.

• Performance systems drive accountability and high standards.
• Career frameworks provide clarity and growth visibility.
• Succession planning builds leadership readiness.
• Culture initiatives reinforce Snoonu’s principles and behaviors.
• Competency development models are clearly defined, measurable and embedded in evaluation processes.
• The function operates centrally, setting global standards while enabling local adaptation in each country in partnership with the local P&C team.

• Performance Management Architecture
• Own the design and governance of Snoonu’s performance cycle (goal setting, mid-year, year-end, calibration, rating logic).
• Define evaluation standards, rating distributions and calibration guidelines across markets.
• Establish clear linkage between performance outcomes and:
  • Compensation philosophy
  • Promotion criteria
  • Talent review discussions
• Build structured calibration governance (who participates, how bias is mitigated, decision rights).
• Ensure country-level P&C teams apply the framework consistently.
• Monitor adoption, quality of 1:1s and rating accuracy across regions.
• Analyze performance data and identify systemic gaps (e.g., inflated ratings, promotion imbalances).
• Career Progression & Leveling Frameworks
• Design and maintain role architecture across IC and Managerial tracks.
• Define leveling criteria (scope, autonomy, impact, influence).
• Establish promotion standards and readiness indicators.
• Ensure internal parity and cross-country consistency in career levels.
• Partner with HRBPs and Finance to align leveling with salary bands and budget logic.
• Maintain career transparency documentation accessible to employees.
• Competency Model Development
• Define company-wide core competencies aligned with Snoonu’s leadership principles.
• Translate values into observable behaviors and measurable indicators.
• Develop functional competency matrices by department.
• Ensure competencies are embedded in:
  • Hiring criteria
  • Performance reviews
  • Promotion decisions
  • Succession planning
• Review and evolve competencies annually based on business strategy.
• Learning & Capability Development
• Define annual learning priorities aligned with company OKRs and capability gaps identified through performance and talent review data.
• Design and maintain structured learning pathways for:
  • Individual Contributors (IC levels)
  • First-time Managers
  • Senior Leaders
• Establish global onboarding standards across countries (Qatar and expansion markets), ensuring consistency in quality and cultural alignment.
• Oversee digital learning platforms strategy, certification logic and learning documentation standards.
• Apply measurement frameworks linking learning interventions to performance improvement (e.g., KPI lift, promotion readiness, leadership pipeline strength).
• Ensure learning investments are prioritized based on strategic impact and business needs.
• Enable AI competency development across the company.
• Partner with Country P&C teams to adapt global learning frameworks while maintaining core standards.
• Succession Planning & Talent Review
• Design and govern the annual Talent Review process.
• Define readiness categories (e.g., Ready Now, 1–2 Years, Emerging Talent).
• Implement structured succession mapping for critical roles across markets.
• Ensure business continuity plans exist for key positions.
• Track leadership pipeline health (bench strength, readiness ratio).
• Facilitate succession discussions with senior leadership.
• Culture & Engagement Strategy
• Define culture measurement strategy (engagement surveys, pulse checks such as quarterly eNPS survey).
• Identify key drivers of engagement and performance by country.
• Design company-wide culture initiatives aligned with strategic priorities for the local P&C team.
• Support country-level…