Organizational Performance and Talent Management Expert

1. Job Purpose

The Organizational Performance and Talent Management Expert serves as an integrated Business Performance Planning, Monitoring and Improvement expert, Talent and Organization Development Expert, HR Business Partner, HR Operations and People Analytics resource for the organization.

The role is responsible for translating strategic priorities into operational and people plans and interventions; monitor progresses, strengthening talent, performance and organizational capability; ensuring reliable and data-driven HR operations through the ERP system; and providing management with actionable people insights for better business improvement and workforce decisions.

The role operates as a business performance and people-performance partner, not merely as an HR administration position.

2. Expected Outcome and Duties

A. Organizational Development and Organization Effectiveness

The organization operational plan, periodic performance, structure, processes, roles and people systems and talent programs support the company’s business model and strategic priorities.

·        Develop financial and non-financial plan and monitor performance

·        Conduct organizational effectiveness reviews using business and people data.

·        Support the design and implementation of organizational culture and employee acquisitions, performance, development and engagement initiatives.

·        Support change management and people transition activities arising from organizational transformation initiatives.

B. Human Capital Business Partnership

·        People issues are identified and resolved before they materially affect business performance and business leaders receive timely and practical people advice linked to their operational and commercial realities.

·        Business units demonstrate improved workforce performance, accountability and people leadership.

C. HR Operations and ERP-Based People Management

(Manpower planning, Competency modeling and management, recruitment and onboarding, performance management, Learning and Development, Reward Management, Career and Succession Management, Exit Management)

·        Core HR transactions and employee data are accurate, timely and consistently managed through the ERP system.

·        HR operations are increasingly standardized, system-driven and less dependent on manual processes.

·        Employee records and workforce information are reliable for operational and management decision-making.

·        HR operational service gaps are identified and continuously improved.

D. People Analytics and Workforce Intelligence

·        Management has timely and reliable people data to support workforce and organizational decisions.

·        HR decisions increasingly rely on evidence rather than assumptions or personal opinions.

·        HR and talent interventions are measured through meaningful people and business indicators.

Interested applicants are invited to submit their motivation letter, CV, copies of credentials, and supporting documents using this link: >>> https://erp.ecogreen.et/jobs before July 30th 2026.