Talent Management Lead

Ektis is a boutique management consultancy born from

Big4heritage. We bring start-up agility with world-class standards, delivering transformation, advisory, and execution excellence across the Middle East banking sector. Our work spans strategy, operations, digital, and people – always grounded in building trust and creating sustainable impact. Since launching, we have grown to 150+ employees within the year, with a strong footprint in KSA and a growing presence across the region.

As we continue this trajectory, our ambition is to scale significantly by 2027, expanding both our capability and regional reach. As we scale, we are investing in our most important asset: our people. The foundations we set today in HR, culture, and leadership will define the experience of tomorrow. Joining Ektis means being part of an ambitious, entrepreneurial environment where you will help shape not only our business, but also the careers and lives of those who join us.

The Talent Management Lead owns how Ektis judges, develops and progresses its people. Ektis already has a defined performance approach and an annual cycle in place, so this role does not start from a blank page. The cycle runs to fixed dates and must land. But operating it is the floor, not the ambition. In a consulting firm, the performance framework is the culture made operational.

Whether feedback is honest, whether ratings are trusted, whether underperformance is addressed or quietly tolerated, whether people believe progression is earned rather than allocated. Those things are decided in the design and conduct of this cycle, and they compound as we grow.

We are therefore looking for someone who will run the machinery credibly and then raise the standard of what happens inside it. The role works closely with the CEO, COO, senior leadership, project leaders and mentors to ensure performance and potential are assessed consistently, that emerging issues surface early, that critical talent is understood and developed, and that talent decisions are evidenced and defensible.

The role also carries our culture agenda, including recognition, engagement listening and employee experience. We have placed these here deliberately rather than in a separate function, because recognition and how people experience this firm are inseparable from how their contribution is judged.

This is a hands‑on ownership and evolution role. The successful individual will inherit a working foundation, operate it effectively, and continue to strengthen, simplify and scale it as Ektis grows.

• Own and manage the full annual performance cycle, including goal setting, ongoing check‑ins, mid‑year and year‑end reviews, calibration and development planning
• Maintain and strengthen the performance calendar, governance, communications, guidance and decision points required to keep each stage on track
• Ensure goals, feedback, assessments and ratings are applied consistently across teams, grades, locations and contract types
• Review each cycle and improve the framework, process and employee experience based on business need, feedback, data and lessons learned

• Apply a strong understanding of performance management in a project‑based consulting environment, including multiple reviewer inputs, project feedback, grade expectations, utilisation, promotion readiness and cohort calibration
• Coordinate calibration and moderation discussions with leadership, ensuring decisions are evidence‑based, consistently applied and appropriately documented
• Monitor individual and cohort performance trajectories, identifying inconsistencies, emerging risks and areas where additional evidence or challenge is required
• Act as a trusted…