People Development Specialist Freelance

Your tasks

This role owns the end-to-end employee development lifecycle across the three entities: how people are assessed and onboarded, how their capabilities are developed, how their performance is managed, how retention is supported, and what the organization learns when they leave. These interconnected processes form one system designed to help people adapt, perform, grow, and contribute effectively to the organization. The strategic value of this role lies in designing, implementing, and continuously improving this system. By identifying capability and performance gaps and drawing insights from learning, performance, and employee lifecycle data, the role informs people development and organizational decisions, surfaces retention risks early, and strengthens overall organizational effectiveness. The role is responsible for ensuring that people development practices are structured, measurable, and consistently applied, while building missing frameworks and improving existing processes to meet the evolving needs of the organization.

1. Learning & Development

Internal employees

• Analyze learning needs through competency mapping, performance insights, and other relevant inputs, and identify capability gaps.
• Design, coordinate, and evaluate learning and development initiatives, including learning plans, programs, materials, and internal training, to address identified capability gaps, support role-specific development, and assess impact on workplace performance beyond attendance and completion rates.
• Maintain individual development plans (IDPs), monitor progress, and follow up on development actions.

Educators

• Coordinate the implementation of educator learning activities, such as Practice Labs, and monitor participation and progress.
• Evaluate learning outcomes and report on their impact on educator capabilities.

1. Performance Management

Internal employees (all three entities)

• Develop and continuously improve a shared performance management framework across three entities, establishing or adapting systems as needed, and guide managers through the full cycle, from structuring OKRs/KPIs (including probation KPIs) to check-ins, reviews, appraisals, and documentation, ensuring consistent implementation.
• Conduct end-of-probation assessments and recommend outcomes based on performance against agreed KPIs and expectations.
• Analyze performance results and recommend follow-up actions, including development plans, Performance Improvement Plans (PIPs), or escalation to the People & Culture Manager.
• Conduct talent mapping based on performance results to inform development, placement, and promotion decisions.
• Manage the PIP process from initiation through progress monitoring and final evaluation, documenting outcomes and recommending next steps.

Educators

• Coordinate quarterly educator performance reviews with Program Managers according to the established SOP, ensure every review is completed in full and on time, consolidate the results, and follow up on agreed actions.

1. Onboarding & Offboarding

• Own the end-to-end onboarding process from pre-joining through the end of probation, ensuring new joiners understand the product, policies, tools, and role expectations, while HR Operations handles administrative tasks.
• Coordinate offboarding, including exit interviews and documentation, to ensure a structured process and capture employee feedback.
• Analyze onboarding, probation, and exit insights to identify recurring issues and recommend improvements to the employee experience and related processes.

1. Design & Process Improvement

• Design the assessment tools used in learning, performance reviews, and probation, such as pre and post tests, rubrics, and review forms, with clear criteria that every assessor applies the same way.
• Work with People & Culture Manager to design new people programs and initiatives.
• Develop, review, and continuously improve owned SOPs by documenting process changes and improvement opportunities.

1. Coordination & Reporting

• Coordinate cross-functional People & Culture priorities with relevant stakeholders to align expectations, timelines, and responsibilities.
• Provide regular updates to the People & Culture Manager on work progress, key developments, blockers, and matters requiring attention or escalation.
• Prepare consolidated progress reports on People & Culture priorities and initiatives to support management visibility and decision-making.

Requirements

Must Have

1. Minimum 8 years of working experience, including at least 5 years in learning and development, with hands-on experience designing and evaluating learning programs and running a full performance cycle, from KPI setting to Performance Improvement Plans.
2. Experience running organization-wide assessments, such as competency mapping or talent mapping, and using the results for development and talent decisions.
3. Experience organizing and running learning programs or events, with the ability to confidently facilitate and moderate sessions for employees at all levels.
4. Learns quickly: finds information, picks up new things, and works independently, adapting fast to feedback and to new ways of working.
5. Strong analytical and problem-solving skills: able to analyze data and information, draw logical conclusions, find the root cause of a problem, and recommend solutions based on that analysis.
6. Able to translate business goals into strategy, priorities, and measurable action plans, taking into account business needs and available resources.
7. Communicates clearly and professionally, handles stakeholder needs and issues independently, challenges and improves the work of managers who do not report to this role without creating resistance, and escalates when needed.
8. Strong ownership and accountability: takes responsibility for the quality and targets of the work, follows through without being reminded, manages priorities, and performs consistently while working remotely without close supervision.
9. Not currently employed full-time elsewhere

Nice to Have

1. Understanding of constructivist and adult learning principles.
2. Background in Psychology, especially Industrial and Organizational Psychology.
3. Experience building competency frameworks.
4. Experience in a multi-entity organization or a growing startup.