Overview

Description
Performance and Talent Management Partner is a strategic People professional reporting to the Executive Director, Organizational Development. In close partnership with People Leadership, this role will design, establish, and lead Digitain’s end-to-end Performance Management System, Competencies Framework, and Talent Development initiatives across a fast-paced, global technology and iGaming environment.
The role is responsible for building scalable and future-focused talent practices that strengthen organizational capability, leadership effectiveness, employee growth, and succession readiness, while fostering a culture of continuous feedback, accountability, and high performance. Acting as a trusted advisor to managers and People Business Partners, the Performance and Talent Management Partner will align performance and talent strategies with business priorities, enabling the attraction, development, engagement, and retention of top talent across multiple geographies.
This position will play a critical role in shaping a modern performance and talent ecosystem that supports organizational growth, agile ways of working, leadership capability, and long-term business success.
Design, Implement, and Run Performance Management System from Scratch
Develop and Implement Company-Wide Competencies Framework
– Build a robust company-wide Competencies Framework, including core company values/behaviors, functional, leadership and strategic competencies. Benchmark against industry best practices to define behavioral indicators at different proficiency levels (e.g., individual contributor, manager, senior leader)
– Integrate the framework into performance management, hiring, onboarding, career progression, succession planning, and learning programs
– Periodically review and evolve the framework based on organizational growth, market trends, and changing business priorities
Lead Talent Development and Succession Planning
– Design and execute comprehensive talent development strategies, including learning academies, skills-building programs, mentoring/coaching initiatives, career pathing, and internal mobility programs tailored to tech/gaming talent needs (e.g. creative development, agile leadership, technical upskilling, etc)
– In partnership with People Leadership set a high-potential talent identification and review process, create individualized development plans (IDPs)
– Partner with People Business Partners and managers to assess talent development needs and suggest targeted solutions that close skill gaps and prepare the organization for future growth
– Promote career growth opportunities to enhance employee engagement, retention, and succession readiness
– Measure development program effectiveness through metrics (e.g., retention of key talent, promotion rates, employee engagement scores, knowledge increase, etc) and ROI analysis
Career Architecture and Organizational Capability Development
– Partner with People Leadership and business stakeholders to support the development of career frameworks, role leveling, promotion criteria, and growth pathways across functions
– Contribute to organizational capability planning by identifying future skills and leadership capabilities required to support business growth and transformation
– Ensure alignment between competencies, career progression, learning initiatives, and internal mobility practices.
Strategic Partnership, Analytics, and Global Execution
– Act as a strategic consultant to People Business Partners and cross-functional teams, providing data-driven insights on talent health, performance trends, and development opportunities
– Collaborate with People Operations and other teams to ensure processes are compliant, culturally sensitive, and adaptable across regions while maintaining a unified standard
– Conduct external benchmarking on talent management best practices in tech/gaming; leverage analytics to inform executive decision-making and board-level reporting
– Lead or support special projects (e.g., talent assessments, change management for new initiatives) and contribute to broader HR strategy
– Act as a change partner during transformation initiatives related to performance, leadership, talent, and organizational development

Responsibilities:
  • Under guidance of the People Leadership manage the end-to-end build and launch of a modern Performance Management System (PMS) tailored to a tech/gaming environment to perform agile processes (e.g., setting SMART goals with measurable KPIs, regular check-ins, real-time feedback, calibration sessions, and performance reviews)
  • Define performance expectations, success metrics, PMS integration mechanisms with other tools (e.g. HRIS, etc.) for seamless tracking and reporting
  • Train managers and employees on effective goal-setting, feedback delivery, and performance conversations; create supporting resources, toolkits, and change management plans
  • Establish performance calibration processes, analytics dashboards, and talent review cycles to ensure fairness, transparency, and alignment with business priorities across geographies
  • Monitor adoption, gather feedback, and continuously optimize the system to drive engagement, retention, and high performance
Required Qualifications:
  • Master’s degree in HR, Organizational Development, Business Administration, or related field
  • 4–6+ years of progressive experience in Talent Management, Performance Management, Leadership Development, or HR Business Partnership
  • Experience in building and scaling performance management, calibration systems and competency frameworks in complex, distributed organizations
  • Hands-on experience in designing and delivering talent development programs, and talent analytics that ensure measurable business outcomes
  • Experience in a global, multi-geography environment (ideally in technology, gaming, or high-growth tech/fintech companies) is a plus
  • Strong project and change management skills; experience in driving cross-functional projects and collaboration with internal and external stakeholders
  • Proficiency with HRIS tools, talent analytics platforms, and data storytelling to influence stakeholders
Note:

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