Job Description

The Talent, Leadership & Performance Lead drives Wafi Energy Pakistan’s efforts to attract, develop, and retain high-performing talent and future leaders, while architecting and governing the enterprise performance management system. The role establishes a robust talent pipeline and leadership culture, and designs the performance framework, goal-setting on results and behaviours. The incumbent will develop and oversee programs in succession planning, talent review, leadership development, career development and performance. By partnering with business and HR leaders, the Lead ensures that the organization has “the right people in the right place at the right time,” and that employees at all levels are equipped and motivated to reach their full potential.

Key Accountabilities:

• Develop and implement talent philosophy, strategy & process: Create a comprehensive talent management strategy that aligns with business goals and emphasizes diversity, equity, and inclusion. This includes setting up frameworks for succession planning, high-potential identification, and career progression across the company.
• Lead talent reviews and succession planning: Coordinate regular talent review processes to evaluate bench strength for key roles. Identify critical positions and high-potential employees, and ensure succession plans and contingency cover are in place. Follow up on agreed development actions to prepare successors and mitigate talent risks.
• Drive leadership development programs: Design and execute multi-tier leadership development initiatives (from emerging leaders to senior executives) to build leadership capability. Oversee programs such as leadership academies, executive coaching, mentoring, and rotational assignments that accelerate development of key talent.
• Strengthen career paths and development: Establish clear career paths and competency frameworks that guide employees’ growth within the organization. Implement initiatives to facilitate internal mobility and career progression, in partnership with HR Business Partners.
• Use data-driven talent insights: Leverage talent analytics and assessment tools to make informed decisions about talent. Monitor and report on talent metrics (e.g. talent readiness levels, diversity of talent pools, training impact) to track the health of the talent pipeline. Provide insights to business leaders and adjust strategies based on data.
• Collaborate and consult: Partner closely with business leaders and HR colleagues to implement talent and leadership initiatives on the ground. Advise and coach department heads on developing their teams and managing succession. Work with the Recruitment/TA team to ensure external hiring is balanced to meet immediate and future talent needs.
• Governance and continuous improvement: Support the corporate Talent Council or equivalent governance forums to ensure ongoing focus on talent at the executive level. Continuously refine talent processes and tools, keeping abreast of best practices and emerging trends in talent development, and tailor programs to the evolving needs of the business.
• Strategize, Revise & Govern Performance frameworks: appraisal cycles & calibration; link performance to pay. Manage quarterly check-ins, mid-year pulse, year-end evaluation, each linked to dynamic BU scorecards. Adopt dual-lens goal planning & assessments: functional results & behaviours. Reconfigure Performance-Improvement Plan (PIP).

Key Competencies:

• Talent Management & Succession Planning Expertise
• Leadership Development Design & Delivery
• Change Leadership and Culture Shaping
• Analytical Thinking and Data-Driven Decision Making
• Influencing Skills and Stakeholder Management
• Coaching, Mentoring and Development Skills
• Resilience and Adaptability in a dynamic environment

Qualifications & Experience:

• Education: Bachelor’s degree in HR, Business, Psychology or a related field. Additional certifications or training in talent management, leadership coaching, or related areas are beneficial.
• Experience: Relevant HR experience is preferred. HRBP, talent management and leadership development experience is preferred.
• Proven Track Record: Demonstrated achievements in building or transforming people practices.
• Strategic & Analytical Skills: Proven ability to align talent initiatives with business strategy and to think strategically about future talent needs. Comfort with HR analytics and using data to drive decisions; able to interpret and present talent data insights to influence direction.
• Collaboration: Excellent stakeholder management skills with experience working closely with senior executives, line managers, and HR business partners. Ability to influence and drive change across different levels of the organization, gaining buy-in for new initiatives.
• Business & Cultural Knowledge: Good understanding of the energy sector or similar industry dynamics is advantageous. Able to quickly learn the business model and talent challenges of different functions. Understanding of the local talent market in Pakistan and how to attract/retain talent in this context.
• Champion DEI: Committed to diversity, equity, and inclusion in building talent pipelines.