Talent Performance & Development Manager

Accesa is a leading technology company headquartered in Cluj-Napoca, with offices in Oradea and 20 years of experience in turning business challenges into opportunities and growth.

A value-driven organisation, it has established itself as a partner of choice for major brands in Retail, Manufacturing, Finance, and Banking. It covers the complete digital evolution journey of its customers, from ideation and requirements setup to software development and managed services solutions.

With more than 1,200 IT professionals, Accesa also has a fast-growing footprint, establishing itself as an employer of choice for IT professionals who are passionate about problem-solving through technology. Coming together in strong tech teams with a customer-centric approach, they enable businesses to grow, delivering value for our clients, partners, industry, and community.

Shape smart, business-relevant talent frameworks that build capability and drive performance.

At Accesa, we believe that people’s growth and business performance belong together. We’re looking for a Talent Performance & Development Manager who can turn this belief into practical, consistent ways to assess, develop and mobilise talent across our organisation.

This is an opportunity to shape how we manage performance, develop future leaders, build critical skills and shape career paths. You’ll lead our Talent & Performance and Learning & Development teams, working closely with business leaders and colleagues across the People Office to connect business priorities with the capabilities needed to deliver them.

Why this role matters

Your work will influence how people experience growth at Accesa and how effectively the business prepares for what comes next. You’ll have the opportunity to shape an integrated talent and development agenda alongside key organizational partners, lead a team of specialists and help leaders make decisions that strengthen both individual potential and organisational capability.

If you’re motivated by turning business needs into meaningful HR practices and systems that help people perform, grow and contribute, we’d like to hear from you.

Responsibilities

Connect talent priorities with business strategy. Translate business goals and workforce challenges into clear priorities for performance, learning and development.; Shape how performance is managed. Own and evolve our approach to objective setting, continuous feedback, performance assessment, calibration and improvement planning, helping managers make fair, well-informed decisions .; Make talent insights actionable. Use data and organisational insight to identify critical capabilities, high performers, emerging talent and areas of vulnerability, guiding development and workforce decisions.; Build succession and career opportunities. Establish succession practices, career pathways and progression criteria that strengthen business continuity, support promotions and enable internal mobility.; Focus development where it matters most. Guide learning, leadership and team development towards current capability gaps and future business needs, evaluating the impact of these investments.; Strengthen managers’ people leadership . Act as a trusted advisor to middle and senior management, providing practical tools, constructive challenge and guidance on performance, talent and development.; Lead a team of experts. Coach and develop autonomous specialists, set clear priorities and balance recurring talent cycles with advisory work and strategic initiatives.; Ensure legal, compliance and data protection in talent practices. Ensure policies, processes and tools meet applicable legal, GDPR, confidentiality and information-security requirements, in partnership with Legal, Data Protection and Information Security. Establish clear rules for decisions, approvals and employee-data access, retention and reporting.; Build connected, scalable people practices. Partner across the People Office to align talent processes with reward, job architecture and the employee lifecycle. Improve HR technology, automation and process governance to deliver effective, accessible and consistent practices.

Requirements

Substantial experience across Talent Management, Performance Management and Learning & Development , including designing and implementing organisation-wide frameworks and processes.; Experience leading specialist teams and delivering complex initiatives with stakeholders across multiple functions.; Strong business understanding and the ability to translate organisational challenges into practical talent and capability solutions.; A consultative approach, with the confidence to challenge constructively, influence senior stakeholders and strengthen managers’ accountability for people decisions.; Confidence working with people data to identify patterns, guide decisions and evaluate outcomes.; Experience leading change and improving adoption, supported by clear communication and strong facilitation skills.; Sound judgement in handling sensitive information and embedding fairness, confidentiality and governance into people practices.; A relevant degree in Organisational Psychology, Business or a related field; The role requires substantial experience in Talent Management, Performance Management and Learning & Development, including the design and implementation of enterprise-wide HR frameworks, policies and processes.; It requires strong business acumen, consultative capability, data literacy and experience leading teams and complex cross-functional initiatives.; Previous tenure of at least 5 years in managing a relevant HR function is required and, preferably, relevant university degree in Organisational Psychology, Business or a related field supports success in the role.