Manager - Performance Management
2 weeks ago
Objective of the Role: We are looking for a highly motivated and organized Manager - Performance Management System (PMS) to lead and streamline our performance management processes. This role is crucial in aligning individual goals with the company's vision and ensuring continuous growth and improvement across all teams.
Key Responsibilities
Goal Setting and Alignment Coordination:
Collaborate with department heads to establish and upload individual and team goals in line with the company’s strategic objectives. Ensure that all goals are updated in the Keka HR module and aligned with the overarching goals of the organization.
Educate team leaders on effective goal-setting practices to maintain consistency and accuracy across departments.
OKR System Implementation:
Foster understanding and implementation of the Objectives and Key Results (OKR) system across all teams. Ensure employees are well-versed in how OKRs work and their role in achieving company-wide goals.
Conduct regular OKR training sessions and workshops, promoting a culture of transparency, accountability, and continuous improvement.
Weekly Progress Tracking and Reporting:
Track and review the weekly progress of individual and team goals to ensure alignment with company goals. Prepare reports that provide actionable insights for each department, and hold regular meetings with department heads to discuss progress, address bottlenecks, and make necessary adjustments.
Maintain up-to-date records in Keka and generate weekly performance dashboards to share with leadership.
Monthly 1:1 Meetings and Continuous Feedback:
Conduct one-on-one meetings with employees and managers monthly to assess progress, provide feedback, and address any issues affecting goal achievement. Encourage open communication and provide constructive feedback to support continuous employee development.
Document key takeaways and action points from these sessions to monitor progress and follow up as needed.
Onboarding Performance Tracking for New Joiners:
Implement a structured performance monitoring process for new joiners to assess early engagement and productivity. Set up initial performance goals, track progress, and provide timely feedback during the probation period to ensure smooth onboarding and integration.
Performance Improvement Plans (PIP) Management:
Identify underperforming employees and design tailored Performance Improvement Plans (PIPs) to address performance gaps. Collaborate with department managers to define clear objectives, timelines, and measurable outcomes for each PIP.
Conduct follow-up reviews and provide support to help employees meet improvement goals. Document and report progress to the CHRO regularly.
Quarterly Performance Reviews and Incentive Process:
Manage quarterly performance review cycles, ensuring all evaluations are completed within set timelines. Coordinate with department heads to collect and assess performance data, leveraging the Keka HR module for documentation and transparency.
Oversee the half-yearly incentive process, calculating eligibility and preparing the necessary documentation to reward high-performing employees.
Annual Performance Review Cycle:
Lead the annual performance review process, working closely with department heads to evaluate individual contributions, achievements, and growth over the year. Align the review cycle with company strategy and HR timelines.
Prepare summary reports for the CHRO, outlining key insights, areas of improvement, and trends observed during the annual review.
Performance Management Timelines & Compliance:
Ensure that all performance management activities, from goal setting to reviews, are completed within established timelines. Maintain up-to-date records and documentation in Keka for compliance and future reference.
Regularly audit the PMS process to identify opportunities for improvement, ensuring alignment with organizational standards and industry best practices.
Daily Communication with the CHRO:
Provide the CHRO with daily updates on the progress of ongoing performance management activities. Report key metrics, challenges, and achievements to keep senior leadership informed and engaged with employee performance initiatives.
PMS Documentation and Process Improvement:
Maintain comprehensive documentation of all performance management activities, including goals, review outcomes, feedback, and improvement plans. Proactively seek ways to enhance the PMS process to improve efficiency, accuracy, and employee satisfaction.
Technical Knowledge:
Proficient in MS Office, HR – ERP (Keka, greyt HR)
be empathetic, customer-centric, and grounded.
have critical thinking and problem-solving skills.
be a quick learner, focussed and result oriented.
be a self-driven HR professional who can work under pressure and in a high-paced environment.
Behavioral Competencies:
Exceptional communication, negotiation, and presentation skills with the ability to influence stakeholders at all levels.
Co-ordinate with various departments to work towards a specific goal.
Leadership skills to lead departments and employees to follow through the plan and goals set forward.
Proactive, Self-motivated, and self-directing; able to drive deliverables and results that involve people who do not always report to you.
Follows the values of respect, dignity, honesty, integrity, fairness, confidentiality, trust, safety, and accountability.
Must be able to adapt to changing circumstances and environments, and to pivot as necessary to ensure the success of the organization.
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