Human Resource

Revent Technologies

Human Resources

Overview

As we advance our organizational growth agenda and elevate operational excellence across business units, we recognize that performance enablement and capability building are non-negotiable drivers of competitive advantage. We are seeking a results-driven HR professional with the strategic mindset and executional rigor to institutionalize a performance culture and build the learning architecture that accelerates both individual and enterprise effectiveness. This role is mission-critical to aligning our people with our priorities and ensuring we develop leaders at every level of the organization.

Primary Mandate:

To design and drive an integrated Performance Management and Capability Development strategy that translates business strategy into tangible results by:

• Embedding high-performance practices across the employee lifecycle.

• Building functional and leadership capabilities aligned to business demands.

• Enabling a culture of accountability, continuous learning, and operational agility.
  

Key Responsibilities:

Performance Management

• Architect a performance framework that cascades strategy into departmental and individual scorecards (OKRs/KPIs), ensuring alignment and accountability.

• Create and oversee the implementation of the procedures that support and enhance employee performance as per the company’s objectives

• Oversee the implementation of key performance measures, core competencies and core values into the performance appraisal system.

• Drive the end-to-end design and implementation of the performance management cycle, including goal setting, mid-year reviews, year-end evaluations, and performance calibration.

• Roll out the skills framework and train managers to assess their team’s strengths, spot gaps, and support development.

• Deploy performance analytics to guide talent decisions and inform workforce planning.

• Analyze existing programs to determine their ongoing ability to support business objectives and continuously improve processes to develop a robust performance appraisal system. Learning & Capability Development

• Align the competency framework linked with the strategic objectives of the organization.

• Manage a learning ecosystem on digital platforms (LMS) such as Udemy, Coursera, Alison etc.

• Design metrics to evaluate learning effectiveness and business impact, ensuring clear ROI on L&D investments. Culture & Change Enablement

• Champion a performance culture rooted in clarity, feedback, meritocracy, and continuous improvement.

• Serve as a change leader during organization-wide transformation, ensuring people readiness and cultural alignment.

• Integrate performance and L&D into employee engagement, succession, and retention strategies. • Formulate and continuously update a philosophy of human performance improvement to support ongoing operations.

Administration & Facility Management

• Manage day-to-day office administration functions, including maintaining office supplies, vendor management, and ensuring a smooth operational environment.

• Oversee facility management activities, including managing office space, coordinating maintenance, and ensuring a clean, safe, and productive workplace.

• Supervise cleaning staff, ensuring cleaning schedules are adhered to and workplace hygiene standards are maintained.

• Support administrative tasks related to employee records, attendance tracking, and HR documentation compliance.

• Coordinate internal communications and support logistics for meetings and events.
  

Requirements

• Minimum 4-5 years in a strategic HR role, preferably within mid-to-large organizations or fast-scaling businesses.

• Minimum 4-5 years in a strategic HR role, preferably within mid-to-large organizations or fast-scaling businesses.

• Demonstrable track record of implementing enterprise-level performance and development frameworks.

• Strong understanding of business strategy, organizational design, and digital learning technologies.

• In-depth knowledge of performance management concepts, theories, related practices and tools with substantial experience of incorporating these into business-focused solutions, including workable implementation plans.

• Proven experience managing office administration and facility management functions, including vendor management, office maintenance, and supervision of cleaning and support staff.

• Ability to coordinate multiple administrative processes while maintaining attention to detail and operational efficiency.

• High emotional intelligence, and the ability to influence cross-functional stakeholders and executive leadership.

• Certifications in HR, Talent, OD, will be advantageous (e.g., SHRM-SCP, CIPD, CIPM).

• Excellent command of the English language (spoken/written); business proficiency in Arabic language is an advantage.
  

Key Success Indicators (12–18 Months):

• Improvement in culture and engagement scores, linked to feedback, learning, and growth enablement.

• Demonstrable business impact of learning programs (e.g., productivity, retention, quality, or customer satisfaction).Minimum 80% of workforce with active development plans linked to role or future-readiness.

• Timely and accurate completion of performance appraisals across all departments.

• Efficient and effective administration of office and HR operational tasks, ensuring seamless day-to-day business operations.
  

The Value Proposition:

You will have the opportunity to shape the people capability strategy of a forward-looking organization and work closely with the Executive Committee to future-proof our talent. If you are a builder, systems thinker, and performance evangelist, this is your platform.

<