• Design and evolve Limble’s talent attraction strategy aligned to growth goals • Partner with recruiting to strengthen hiring quality and manager capability • Improve candidate experience and employer brand positioning • Support workforce planning conversations with business leaders • Raise the bar on talent density and hiring discipline • Enhance and continuously improve Limble’s onboarding experience • Ensure onboarding accelerates time-to-productivity • Clarify expectations, success metrics, and cultural integration • Partner with functional leaders to embed onboarding into business rhythms • Measure onboarding effectiveness and early performance indicators • Lead the design and rollout of performance management processes • Define and reinforce standards for high performance • Equip managers to give candid feedback and coaching • Improve consistency in performance reviews and calibration • Guide underperformance management with clarity and fairness • Design and roll out leadership and employee development programs • Establish practical career path guidance and growth conversations • Lead succession planning processes across key roles • Identify capability gaps and partner with leaders to address them • Strengthen internal mobility and promotion readiness • Partner with senior leaders on org design and team effectiveness • Support workforce planning and capability assessments • Coach leaders on feedback, accountability, and team performance • Embed talent and performance systems into day-to-day operations • Provide executive-level guidance on employee relations matters • Ensure fair, consistent, and legally sound handling of issues • Coach managers through complex performance and conduct situations • Strengthen early intervention practices to reduce risk and disruption • Partner with People Operations to ensure policy clarity and compliance