About the Role
This role involves managing the operational delivery and continuous improvement of the Performance Management and Promotions lifecycles, ensuring timely execution, quality, consistency, and stakeholder engagement. Responsibilities include cycle delivery oversight, quality reviews, calibration and grievance support, promotion validation, reporting and analytics, issue resolution, and process enhancement initiatives aimed at strengthening governance and improving the stakeholder experience.
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Performance Management
- Manage the end-to-end operational execution of the annual Performance Management cycle, which includes objective setting, continuous check-ins, Mid-Year Reviews, Year-End Reviews, calibration, change objectives requests, and feedback quality reviews.
- Provide guidance to PlayMakers and People Leaders on Performance Management requirements, timelines, and best practices.
- Monitor cycle completion and compliance, implementing targeted follow-ups and interventions to address delays and promote timely completion.
- Partner with systems and analytics teams to monitor progress, maintain reporting outputs, analyze trends, and identify areas requiring intervention.
- Support calibration design, governance, analysis, and post-calibration updates to ensure consistency across performance outcomes.
- Assist in managing the performance grievance process, facilitating sessions, conducting outcome analysis, and achieving resolutions.
- Handle Performance Management queries, exceptions, and process-related issues, working with relevant stakeholders for timely resolution.
- Produce periodic reports and insights on cycle progress, completion, calibration outcomes, and areas needing action.
Performance Quality & Governance
- Lead AI-enabled quality reviews at key stages of the Performance Management lifecycle, such as objective setting, self-reviews, manager evaluations, and other performance documentation.
- Assess the quality, consistency, and alignment of Performance Management outputs to established standards and guidelines.
- Identify recurring gaps and areas for improvement across individuals, teams, and functions.
- Develop and convey targeted feedback and recommendations to PlayMakers and People Leaders.
- Monitor the implementation of feedback and conduct follow-ups to drive measurable improvement.
- Consolidate quality-review findings into insights and recommendations to enhance Performance Management practices, guidance, and enablement. Collaborate with Talent Management teams to share relevant insights and gaps to inform capability-building initiatives as necessary.
Promotion
- Manage the end-to-end operational delivery of the promotions cycle.
- Coordinate timelines, submissions, validations, stakeholder inputs, and approvals with HRBPs.
- Manage communications, reminders, queries, and follow-ups with HRBPs.
- Maintain promotion trackers and monitor completion, risks, and exceptions throughout the cycle.
- Develop and maintain promotion reporting, trackers, and analytical outputs.
- Conduct analysis and validation exercises of promotion submissions, outcomes, and trends to inform decision-making and ensure alignment with the promotion framework.
- Prepare data inputs and dashboards for promotion reviews and leadership discussions.
Process & Framework Development
- Translate operational feedback, quality-review findings, and stakeholder insights into recommendations to enhance Performance Management and Promotion processes, governance, guidance, and stakeholder experience.
- Benchmark Performance Management and Promotion practices against market standards and leading organizations, suggesting relevant improvements for consideration.
- Support the implementation and evaluation of approved process and framework enhancements.
Stakeholder Management
- Partner with HR Business Partners and key stakeholders to drive accountability, participation, and successful delivery of Performance Management and Promotions activities.
- Provide stakeholders with timely updates, insights, and recommendations regarding cycle progress, risks, and areas requiring intervention.
- Coordinate cross-functional dependencies with systems, analytics, communications, and other relevant teams to support effective cycle delivery.
- Escalate material risks, recurring issues, and delayed actions through the appropriate governance channels.
Communications, Enablement & Engagement
- Assist in planning and coordinating Performance Management events and engagement initiatives, including content development, vendor coordination, facilitation, and logistics.
- Support team in delivering Performance Management training sessions, new-joiner sessions, workshops, and other enablement activities for PlayMakers and People Leaders.
- Develop innovative ideas and initiatives to enhance stakeholder understanding, participation, and experience throughout the Performance Management lifecycle.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
- CIPD, SHRM, HRCI, or equivalent certification preferred.
Experience
- 5-7 years of experience in Human Resources.
- Minimum 2-3 years of experience in Performance Management, Promotion, Talent Management, or HR Analytics, or a related field.
- Experience working with HRIS platforms such as SAP SuccessFactors or similar systems.
Technical Competencies
- Performance and Promotion Frameworks, Policies & Guidelines
- Performance Quality Review & Assessment
- Performance Grievance Management
- Promotion Assessment & Validation (covering JD-based and skills-based evaluations)
- Reporting, Analytics & Insights
- HR Systems & Performance Platforms
- AI Prompt Generation
- Data Analysis & Advanced Excel
- Executive Presentation Development
- Process Improvement & Continuous Enhancement
Behavioral Competencies
- Stakeholder Partnership
- Communication & Influencing
- Analytical Thinking
- Presentation
- Innovation & Creativity
- Problem Solving & Sound Judgement
- Planning & Execution Excellence
- Continuous Improvement Mindset
- Attention to Detail
