Performance Management Specialist

3 weeks ago

Jaipur, Rajasthan, India Jaipur Rugs Full time
About Jaipur Rugs

Jaipur Rugs is a social enterprise that connects rural craftsmanship with global markets through its luxurious handmade carpets. It is a family-run business offering an exclusive range of hand-knotted and hand-woven rugs made using a 2500-year-old traditional art form.

The founder, Mr. Nand Kishore Chaudhary, created a unique business model providing livelihood to artisans at their doorstep. This changed the standard practice of involving middlemen when working with artisanal communities.

The company has a network of over 40,000 artisans spread across 600 rural Indian villages in five states of India. It has an end-to-end business model, from sourcing wool to exporting finished handmade rugs. The modern and eclectic collection of rugs, made using the finest wool and silk, has won numerous global awards and is currently exported to more than 45 countries with the US sales arm, Jaipur Living, Inc., located in Georgia, Atlanta.

Job Description: Performance Management System (PMS) Specialist

This role will play a pivotal part in designing, implementing, and managing the organization's performance management framework. Leveraging a competency-based approach, you will ensure alignment with business objectives, foster a performance-driven culture, and support employee growth and organizational success.

Main Responsibilities:
  • Design and Implementation of PMS: Develop and enhance the performance management framework using a competency-based model. Design and map KPIs, KRAs, and behavioral competencies to various roles within the organization. Collaborate with department heads and managers to define measurable performance objectives linked to organizational strategy.
  • Competency Framework Development: Establish and maintain a comprehensive competency model, covering core, functional, and leadership competencies. Integrate competencies into performance evaluations, succession planning, and talent management processes. Periodically update the competency model to reflect evolving business needs and market trends.
  • Performance Appraisal Process: Plan and execute performance review cycles, including mid-year and annual appraisals, emphasizing competency evaluation. Provide guidance to managers and employees on appraisal techniques, competency assessments, and feedback mechanisms. Ensure timely and accurate documentation of appraisal outcomes and ratings.
  • Continuous Feedback Mechanism: Implement systems for real-time, competency-aligned performance feedback between employees and managers. Promote a culture of constructive feedback and recognition, tied to behavioral and functional competencies, to improve employee engagement.
  • Data Analysis and Reporting: Generate performance reports, dashboards, and analytics to identify trends, competency gaps, and improvement areas. Provide actionable insights to leadership based on data analysis, including competency-based assessments. Track and measure the effectiveness of the PMS system in driving business outcomes.
  • Training and Support: Conduct workshops and training sessions to educate employees and managers about the PMS process and competency model. Coach managers on effective goal-setting, competency evaluation, and feedback delivery. Collaborate with the L&D team to design development programs addressing competency gaps.
  • Integration with HR Processes: Align PMS outcomes with other HR processes such as rewards, promotions, and succession planning. Use competency data to support talent acquisition, engagement, and retention strategies. Collaborate with L&D to ensure learning initiatives address specific competency gaps highlighted by PMS outcomes.
  • System Management and Automation: Oversee the implementation or optimization of performance management tools/software. Ensure seamless integration of the PMS with the company's HRIS and competency frameworks.
  • Employee Grievance Management: Address employee concerns related to performance ratings and appraisal processes. Act as a mediator in resolving conflicts arising from PMS outcomes, ensuring fairness and transparency.
Required Qualifications and Skills:
  • Educational Qualifications: Bachelor's/Master's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
  • Experience: 3-7 years of experience in HR, with at least 2 years specializing in Performance Management Systems.
  • Key Skills: In-depth knowledge of performance management frameworks, competency models, and appraisal systems. Strong analytical and problem-solving skills, with the ability to interpret competency data. Proficiency in HRIS and performance management software (e.g., Success Factors, Bamboo HR, Zoho People). Excellent facilitation and presentation skills to train stakeholders on competency-based performance management. Strong interpersonal and communication abilities to engage with diverse stakeholders. Detail-oriented with a proactive approach to improving processes.

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