# Manager – Performance & Talent at PwC

PwC is hiring a Manager – Performance & Talent in Karachi, Pakistan. Level rates it Little AI ●○○○; you can [apply on PwC](https://jobsbylevel.com/go/7b04c203-cdd6-4632-8dfe-db5ca6053c23?utm_medium=ai-agent).

AI Level 1, AI centrality 0 out of 100. Karachi.

## Details

- Company: [PwC](https://jobsbylevel.com/companies/pwc)
- AI level: AI Level 1 (score 0 out of 100)
- Location: Karachi
- Posted: October 27, 2026
- Apply: https://jobsbylevel.com/go/7b04c203-cdd6-4632-8dfe-db5ca6053c23?utm_medium=ai-agent
- Free CV review for this job: https://jobsbylevel.com/cv-review?job=manager-performance-talent-at-pwc-902449

## Prepare for this job

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## Description

Line of Service Internal Firm Services Industry/Sector Not Applicable Specialism HR Technology Management Level Manager Job Description & Summary At PwC, our people in talent and development focus on finding, deploying, training and enabling talent through talent identification and enhancing employee skills and knowledge, fostering a culture of continuous learning and professional growth. These individuals collaborate with subject matter specialists and project teams to strategize effective ways to locate, assess, educate and train employees, in line with market developments and firm strategy. Those in performance management at PwC will focus on optimising organisational performance through data analysis and strategic planning. You will help businesses identify areas for improvement and develop strategies to enhance efficiency and effectiveness. Role Overview: The Manager – Performance & Talent leads the design and delivery of firm-wide performance and talent management initiatives across Pakistan. The role partners with HC team to strengthen performance frameworks, succession planning, talent assessment, competency development, employee feedback, and change adoption, using data-driven insights to improve organizational capability and employee experience. Core Responsibilities: Lead the annual performance management cycle, including goal setting, evaluation timelines, calibration, feedback processes, compliance monitoring, and leadership reporting. Design and continuously improve performance frameworks, KPI structures, rating methodologies, governance mechanisms, and supporting guidance aligned with business priorities. Drive succession planning and talent review processes by identifying critical roles, assessing successor readiness, maintaining talent pipelines, and facilitating leadership talent discussions. Plan and deliver talent assessments, development centres, 360-degree feedback, and leadership or behavioral competency initiatives to identify strengths, development needs, and high-potential talent. Translate people strategy and organizational priorities into practical talent programs, development interventions, and measurable action plans. Lead change management and adoption for new people processes and technologies through stakeholder engagement, communications, workshops, training, and supporting toolkits. Develop dashboards and management reports that consolidate performance, talent, engagement, and assessment data into actionable insights for leadership decision-making. Manage the Performance & Talent project portfolio, ensuring clear governance, resource coordination, milestone tracking, quality delivery, and alignment with local and global timelines. Build strong relationships with business leaders, HC teams, and external partners, while coaching team members and promoting continuous improvement across the function. Experience Required: 5+ years of relevant experience in performance management, talent management, organization development, people consulting, or a related area, with demonstrated ownership of cross-functional projects and senior stakeholder engagement. Educational Requirement: Bachelor’s degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related discipline; a relevant master’s degree is preferred. Key Skills: Performance management, succession planning, talent reviews, and assessment methodologies Competency framework design, facilitation, and change management People analytics, dashboards, and executive-level reporting Project governance, stakeholder management, and cross-functional collaboration Strong communication, problem-solving, coaching, and team leadership capabilities Education (if blank, degree and/or field of study not specified) Degrees/Field of Study required: Degrees/Field of Study preferred: Certifications (if blank, certifications not specified) Required Skills Optional Skills Accepting Feedback, Accepting Feedback, Active Listening,

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