Conduct in-depth analyses of organizational climate and culture using quantitative methods to identify the primary drivers and barriers to performance.
Develop and manage performance appraisal cycles, ensuring individual and team goals are rigorously aligned with the company’s strategic and financial objectives.
Define, monitor, and analyze a robust set of HR KPIs (e.g., productivity per employee, goal completion rate, eNPS, high-performer turnover), translating data into actionable insights for leadership.
Act as an internal consultant to business leaders, using data to inform decisions on organizational structure, succession planning, and development of critical business capabilities.
Map and redesign people management processes, applying efficiency principles (such as Lean or Six Sigma) to increase productivity and scalability of operations.
Build trusted relationships with business leaders, challenging the status quo and influencing strategic talent decisions that directly impact the organization’s P&L.

Bachelor’s degree in Business Administration or Human Resources.
Minimum of 3 years’ experience in organizational development, management consulting, performance management, or as an HR Business Partner in high-performance environments.
Fluent English (mandatory for interaction with international teams and reporting).
Proven proficiency in data analysis, with strong Excel skills and experience with data visualization tools (Power BI, Tableau).
Strong business and financial acumen, with the ability to connect HR initiatives to measurable results.

Organizational Performance Architect

Key skills