Director of Talent Development

About the role

Join Delivery Hero’s foodpanda, foodora and Yemeksepeti brands as the Director of Talent Development, leading talent strategy across 17 markets in APAC and Europe. You will design and implement talent density, performance, engagement and DE&I systems to build a high‑performance culture.

Key responsibilities

• Formulate and execute a multi‑market Talent Density Strategy, partnering with C‑suite executives and People Partners to close critical talent gaps.
• Lead the evolution and rollout of a continuous performance management framework, training managers on high‑quality performance conversations and managing underperformance.
• Architect and own the employee engagement strategy, including pulse surveys, eNPS, and action‑planning to turn sentiment data into targeted retention interventions.
• Design and deploy scalable, digital‑first learning and leadership development programs, managing L&D vendor relationships, LMS platform and budget for maximum ROI.
• Define and embed the regional DE&I roadmap into hiring, talent programs and succession pipelines, with metrics and dashboards that hold leadership accountable.
• Act as a core strategic partner to regional leadership and global People & Culture teams while leading a lean, distributed Talent Development team.
• Support Employee Resource Groups and drive initiatives that build psychological safety and cross‑cultural collaboration across a complex, 17‑market matrix.

Required profile

• 12+ years of progressive People & Culture experience, including 3+ years in a senior talent development, organizational development, or talent management leadership role within high‑growth tech, Q‑commerce, or fast‑paced consumer platforms.
• Proven success in regional or global roles across APAC and/or Europe, navigating complex matrix organizations across multiple geographies and cultures.
• Deep functional expertise in talent management, modern performance management, engagement methodologies, capability mapping and DE&I practices.
• Strong data and business acumen, able to translate complex people metrics into strategy and present business cases to senior executives.
• Demonstrated experience leading large‑scale change management, post‑merger integration or structural organizational shifts.
• Bachelor's degree in Human Resources, Organizational Psychology, Business Administration or a related field (master's or certifications such as ICF, SHRM‑SCP, or CIPD preferred).