People Development and Performance Manager

Our client is an African fashion and lifestyle company building products experiences and communities around African identity culture and contemporary expression. The client enters its next stage of growth the company is strengthening its commercial e-commerce operational people-development customer-experience and creative capabilities.

This role will help client recruit develop train optimise and retain the people required to achieve its business objectives. It goes beyond traditional HR administration: the central mandate is to improve employee capability accountability performance and leadership development.

Manage recruitment onboarding and employee integration.

Develop practical training and employee-development programmes.

Build performance-management and accountability systems.

Ensure employees have clear roles targets expectations and reporting lines.

Conduct performance reviews and structured development conversations.

Identify skills gaps and coordinate relevant training interventions.

Support department heads in managing and improving their teams.

Strengthen organisational culture communication and employee engagement.

Develop policies and systems that improve productivity and discipline.

Visit stores to assess staff performance and operating standards.

Manage employee documentation and essential people processes.

Build a pipeline of future managers and leaders.

Mid-level people-management learning and development talent or HR professional.

Strong experience in employee development and performance management.

Able to combine empathy with accountability structure and discipline.

Strong communication coaching and conflict-management skills.

Comfortable in a fast-moving retail and founder-led environment.

Experience developing training programmes and performance systems is preferred.

Quality and speed of recruitment and onboarding.

Employee performance productivity and accountability.

Completion and impact of training programmes.

Retention of strong performers and improvement of underperformers.

Quality of role clarity performance reviews and leadership pipeline.