Talent Development & Performance Partner at Aambience Services

Municipal Unit of Tavros, Attica, Greece -

Full Time

Start Date

Immediate

Expiry Date

02 Jun, 26

Salary

0.0

Posted On

04 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Development, Performance Management, Competency Frameworks, Career Paths, Skill Gap Analysis, Succession Planning, Leadership Pipeline, Talent KPIs Reporting, People Engagement, Recruitment Activities, Organizational Development, HR Systems, LMS Systems, Analytical Mindset, Interpersonal Skills, Communication Skills

Industry

IT Services and IT Consulting

Description

About Aambience Services Aambience Services is an innovative company, providing workflow automation solutions and information technology services. What makes us different is our strong desire to challenge the status quo, inspire and create ground-breaking solutions. We build relationships with our clients, on solid foundations of quality and know-how, while creating great experiences, through great customer service. Our team consists of experienced professionals with a passion for their work. They are the cornerstone of our company’s dynamic culture and stand as strong and reliable partners towards our customers’ concerns and needs. This is why we have built a diverse environment that maximizes employee engagement and performance, based on our key value to invest on and develop our people and teams. The Role We are looking for a passionate and forward-thinking Talent Development & Performance Partner to drive key people‑development initiatives across the organization and strengthen our organizational capabilities. In this role, you will have the opportunity to design impactful development experiences, build competency and career frameworks, and lead key talent processes that directly support our growth strategy. Main responsibilities: Assess training and development needs through interviews, surveys, and performance data. Contribute to the development and implementation of competency frameworks across all roles. Collaborate with managers to identify skill gaps and propose tailored development actions. Develop and maintain career paths and capability frameworks across functions. Design, coordinate, and evaluate training programs aligned with organizational needs. Lead and support the annual Performance Management cycle, ensuring consistency and quality. Identify critical positions, support succession planning, and strengthen the leadership pipeline. Track and report talent‑related KPIs to inform decision‑making. Support people engagement initiatives to strengthen culture, motivation, and retention. Contribute to recruitment activities when needed (e.g., interviews, assessment processes). Bachelor’s degree in human resources, Organizational Development, Business Administration, or a related field (Master’s degree will be considered an asset). 8–10 years of experience in HR with strong exposure to Talent Development; experience in recruitment and people engagement will be highly valued. Excellent command of English (written and verbal). Strong knowledge of competency models, talent frameworks, and career development methodologies. Strong analytical mindset and familiarity with HR systems/tools/LMS systems. Strong interpersonal and communication skills with the ability to collaborate effectively across all levels of the organization. Business-oriented mindset with attention to detail. Competitive compensation package. Annual Bonus Scheme based on performance. Private medical insurance. Continuous learning opportunities. Access to e-learning platform & Professional certifications . Exposure to cross-functional projects. Participation in HR conferences and events. Opportunity to contribute to voluntary initiatives. Hybrid work model .

Responsibilities

The role involves driving key people-development initiatives, designing impactful development experiences, and building competency and career frameworks to support organizational growth strategy. Key duties include assessing training needs, leading the annual Performance Management cycle, and supporting succession planning.