Job Title: Performance Management, Learning & Development Coordinator
Location: Port Harcourt
Industry: Oil & Gas Servicing and Engineering
Job Objective:
The Performance Management System (PMS), Learning & Development (L&D) Coordinator is responsible for designing, implementing, and coordinating all activities related to the Company's Performance Management System (PMS), Learning & Development (L&D), Competency Framework, and HR Risk Assessment processes. The role ensures organizational capability enhancement, continuous skill development, and alignment of employee performance with corporate objectives. The Coordinator will support HR strategic initiatives by driving robust performance processes, capability-building programs, competency assessments, and other assigned HR functions in line with global best practices.
Key Responsibilities
Performance Management System (PMS)
- Design, implement, and continuously improve the company's performance management framework to ensure alignment with corporate and departmental objectives.
- Coordinate the full annual performance appraisal cycle, including goal setting, mid-year and end-year reviews, performance evaluations, calibration sessions, and documentation.
- Ensure organizational goals cascade effectively across departments and individuals.
- Train and guide Line Managers and staff on effective performance evaluation and feedback methods.
- Track PMS compliance, monitor timely completion of all performance activities, and escalate gaps to the Head HR.
- Generate, maintain, and analyze performance data to identify capability gaps, high performers, learning needs, and succession planning opportunities.
- Support the development and monitoring of Performance Improvement Plans (PIPs) and track progress for employees under performance interventions.
- Maintain the PMS database and support automation initiatives to enhance efficiency and accuracy of reporting.
Learning & Development (L&D)
- Conduct annual Training Needs Assessments (TNA) using performance data, competency gaps, and stakeholder input.
- Develop the annual training calendar and manage the end-to-end planning, budgeting, coordination, and evaluation of all internal and external training programs.
Source, evaluate, and manage training vendors, facilitators, and learning partners.
- Coordinate technical, managerial, behavioral, and compliance trainings required for oil & gas operations.
- Track learning hours, training effectiveness, and return on learning investment (ROLI).
- Maintain accurate L&D records, training attendance, certificates, and audit-compliant documentation.
- Drive capability-building initiatives and management development programs to address performance and competency gaps.
- Competency Framework Management
- Develop, implement, and maintain the companys competency framework for technical, operational, and behavioral roles.
- Coordinate periodic competency assessments and track employee proficiency levels across job families.
- Collaborate with HODs to update competency standards and job descriptions in line with evolving operational and project requirements.
- Integrate competency frameworks into performance management, recruitment, learning and development, and succession planning processes.
- Talent Management & Succession Planning
- Lead the development and execution of the companys succession planning strategy.
- Conduct talent reviews, identify high-potential employees, and build succession pipelines for critical roles.
- Design and monitor Individual Development Plans (IDPs) and learning pathways for successors and high- potential staff.
- Provide quarterly reports on talent readiness, bench strength, and succession risks.
- Support HR leadership in aligning talent development strategies with corporate business goals.
- HR Risk Assessment & Compliance
- Manage the HR risk assessment program and maintain a comprehensive HR risk register covering operational, compliance, and people-related risks.
- Drive proactive mitigation plans and monitor implementation to strengthen HR governance.
- Support audits, compliance reviews, and corrective action tracking.
- Ensure HR policies, procedures, and practices comply with legal, regulatory, and industry standards.
- Reporting & HR Analytics
- Prepare monthly, quarterly, and annual reports on performance management, competency development, succession planning, and L&D activities.
- Provide data-driven insights and recommendations to support HR and executive decision-making.
- General HR Support
- Support HR initiatives such as employee engagement programs, culture-building activities, and change management efforts.
- Provide HR advisory services to Line Managers on performance, capability development, and workforce issues.
- Manage assigned HR projects end-to-end to ensure timely delivery and measurable business impact.
- Perform any additional HR duties as assigned by the Head HR
Educational qualification required for the position:
- Minimum of First Degree in Social Sciences, Management, Human Resources, Industrial Relations, or any related field.
- Masters degree in human resources, Organizational Development, or a related discipline is an added advantage.
Professional Certification required:
- Minimum of Associate Membership of CIPM, CIPD or equivalent.
- Certifications in Performance Management, Learning & Development, or Competency Assessment are added advantages.
Experience required:
- Minimum of 5 years relevant experience in HR with strong exposure to Performance Management, Learning & Development, or Competency Management.