Build Aleph's first-ever global performance framework - from a blank page. This isn't about maintaining a process. It's about designing how to measure performance, incentivise impact, development and behaviours and determine their link to rewards.

This is a rare one: the chance to build a company's global performance framework from scratch. Performance is where fairness, reward, manager credibility, and employee trust all meet. Done well, it's one of the most powerful levers a company has for how people grow, perform and show up as one team. That is what you'll own here.

And at its heart, performance is behavioural. It's about what motivates people, how fairness is felt, and how managers actually change the way they lead. If you're the kind of person who finds the psychology of performance genuinely fascinating - not just the process and the spreadsheets - this role is built for you.

You'll move on two tracks at once. In the near term, you'll bring clarity to performance management for the current period. In parallel, you'll design and build Aleph's first proper, global, sustainable performance approach for the next cycle. It's high-speed and high-stakes and you'll own it end to end.

What you will own: 

Bring immediate clarity

Set clear performance principles and manager expectations for the current period and make them land.

Align fast with the Culture & Performance Lead, Total Rewards, HRBPs and the CPO on approach and messaging.

Produce sharp manager guidance, FAQs, and a leadership-ready deck that turns uncertainty into confidence.

Build the first global framework

Design Aleph's target performance management framework by answering key design questions.

Determine the interim approach to performance management for the upcoming cycle.

Determine the link between the elements of performance and reward, together with the Total Rewards team for both merit increase and/or bonus.

Design the calibration logic and stakeholders involved when finalising performance assessments

Build the analytics that make fairness, consistency, and leadership decisions real and defensible.

Bring the behavioural lens: design for how people are actually motivated and how managers genuinely change behaviour.

Capture what works, and turn it into a repeatable cycle the company can rely on.

Enable and influence

Equip HRBPs to support managers on guidance, calibration, and regional adoption across the globe.

Craft the leadership decks and narratives that make the whole thing credible and easy to say yes to.

Partner with Talent Development where formal training is needed - defining the business need, the behaviours, and the direction for handover.

Why this role is special

You'll build something that doesn't exist yet: Aleph's first global performance framework, shaping how the entire company grows and is rewarded.

You'll work across the most senior people in the business and on one of the company's most visible, high-leverage processes.

You'll get to put behavioural thinking into practice at scale, not just in theory.

You'll be trusted to run the work stream end to end, with the direction and backing of the Culture & Performance Lead.

If you find the psychology of how people perform genuinely exciting, and you want to build the real thing rather than tend someone else's, this is the seat for you.

 

 

 

What You'll Bring:

4-6+ years of relevant HR / people experience and interactions with senior internal stakeholders.

You've owned a performance review cycle end to end design, rollout, calibration and the stakeholder conversations that make it land. You bring practitioner instincts, not just a point of view.

A real feel for the behavioral side of performance - motivation, fairness, and how people and managers change - ideally grounded in business or organizational psychology.

Strong analytics instincts: you're comfortable building calibration working with compensation teams on merit distribution, and turning performance data into clear, defensible narratives for leadership. 

Excellent decks and writing - you make complex things clear and leadership-ready, with the direction right and no conceptual mistakes.

Assertive and diplomatic in equal measure - you hold your own with senior stakeholders and land decisions without creating friction.

You turn ambiguity into structure and move fast under pressure without losing rigor or political sensitivity.

A background in business or organizational psychology is a real plus — because at Aleph, we believe great performance is, first and foremost, about human behaviour.

Why this role matters:

You are the architect of something that doesn't exist yet — Aleph's first global performance framework, shaping how every person in the company is evaluated, developed, and rewarded
Your work directly protects the integrity of our most sensitive people decisions, from merit increases to talent calibration, ensuring they are fair, consistent, and defensible across every region we operate in
You'll sit at the intersection of Culture, Total Rewards, and senior leadership — giving you rare, cross-functional exposure to the decisions that shape how a global company grows
For the right person, this is a career-defining piece of work: a blank page, real backing, and a tangible output that the business will rely on long after the 12 months are done