Director of Organizational Design, Performance & Transformation

Director of Organizational Design, Performance & Transformation is a strategic HR leader responsible for designing and governing Digitain’s compensation, performance, job architecture, and talent development systems. This role ensures that the company operates with fair, competitive, and globally benchmarked rewards; structured performance cycles; clear career development pathways; and an organizational design that supports long-term growth and agility. The Director partners with senior leadership to drive workforce planning, organizational transformation, and the development of future talent pipelines, ensuring Digitain maintains a strong employer value proposition and a scalable people infrastructure.

Responsibilities

• Oversee Digitain’s total rewards strategy, ensuring fairness, competitiveness, and alignment with business goals

• Govern salary structures, incentive schemes, and reward policies

• Partner with Finance on budgeting for compensation cycles and bonus pools

• Handover from the COO office existing KPI frameworks, adapt missing KPI frameworks for the whole group, and implement them

• Ensure consistency across business units and alignment with performance expectations

• Lead annual incentive review cycles

• Conduct compensation and job benchmarking against local and global markets

• Recommend adjustments to remain competitive and support talent retention, ensuring internal equity and external competitiveness across all job families

• Periodically assess the effectiveness of existing benefits and propose enhancements, aligning them with Digitain’s employer brand and market positioning

• Build and maintain a structured job architecture, including job families, grading systems, and leveling criteria

• Ensure clarity and transparency in role definitions, job size evaluation, and career progression

• Oversee job evaluation methodology and governance

• Lead the design, implementation, and continuous improvement of Digitain’s performance management cycle

• Drive adoption of performance standards, goal-setting, evaluation processes, and calibration sessions

• Partner with the L&D team to provide training and guidance to leaders on effective performance practices

• Develop and implement competency frameworks across all job families

• Create clear career pathways supporting employee growth from junior to senior levels

• Partner with L&D to define development programs aligned with competencies

• Lead the annual talent review process, identifying high-potential employees and future leaders

• Develop succession plans for critical and leadership roles

• Create talent pipelines to ensure sustainable organizational capability

• Support major organizational and cultural transformation initiatives

• Develop change management frameworks, communication strategies, and adoption plans

• Enable leaders and managers to successfully lead their teams through change

• Act as a strategic advisor to the Group Chief People & Culture Officer and executive leadership

• Lead cross-functional governance committees for compensation, performance, and organizational development

• Develop and mentor a high-performing OD & Performance team

• Establish strong partnerships with HRBPs, Finance, Talent Acquisition, and Learning & Development.

Requirements

• Master’s degree in HR, Organizational Development, Business Administration, or related field
• 8 - 12+ years of experience in Organizational Development, Compensation, Performance, Talent Management, or Operational management roles
• Proven experience designing job architectures, performance frameworks, and reward systems
• Strong understanding of global benchmarking methodologies and job evaluation systems (e.g., Mercer, WTW)
• Demonstrated capability in leading organizational change and large-scale HR transformation
• Excellent analytical, communication, leadership, and stakeholder management skills.