Responsibility:Implement performance management processes, including goal setting, performance reviews, calibration sessions, and performance improvement initiatives.Assist with succession planning, talent reviews, and talent identification processes to strengthen leadership pipelines and organizational continuity.Implement organizational structure reviews, job analysis, organizational design, and workforce optimization initiatives to improve organizational effectiveness.Develop, maintain, and implement competency frameworks aligned with organizational strategy, business objectives, and workforce capability requirements.Coordinate leadership development, high-potential, and talent development programs supporting employee growth and future leadership readiness.Support job evaluation, job grading, and organizational classification exercises using approved methodologies to ensure internal equity and consistency.Prepare organizational development reports, dashboards, workforce analytics, and KPIs supporting HR leadership and strategic business decisions.Support organizational change initiatives through change management activities, stakeholder engagement, communication, and implementation across business units.Coordinate workforce planning, organizational capability assessments, and talent gap analyses with business leaders and department managers.Support career pathing, internal mobility, and employee development initiatives to strengthen retention, engagement, and career progression.Implement job analysis activities through stakeholder interviews, workflow reviews, and role assessments to ensure accurate organizational role definitions.Develop, review, and maintain job descriptions, ensuring alignment with organizational structures, competency frameworks, and evolving business requirementsQualification:Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.From 3 - 5 Years of experience.Construction background.