The role of the Human Resource Manager, specializing in Performance Management, involves developing, implementing, and managing robust performance management systems across the organization. This position requires a strategic leader with deep expertise in aligning employee performance with overarching business goals, ensuring compliance with employment laws, and fostering a culture of continuous improvement through effective coaching and development.
Key Responsibilities
1. Strategy & Program Design:
- Develop, refine, and implement performance management systems, including KPIs, metrics, and feedback processes.
- Ensure systems are aligned to business strategy and compliant with employment laws.
2. Process Management:
- Lead annual and mid-year review cycles efficiently.
- Manage the HRIS performance module.
- Run calibration sessions to ensure consistency and fairness in performance evaluations.
3. Coaching & Development:
- Coach managers and employees on effective performance practices, including SMART goal setting, providing constructive feedback, and writing objective reviews.
- Support Performance Improvement Plans (PIPs) where necessary.
- Link performance outcomes to broader HR functions such as training, succession planning, and compensation structures.
4. Continuous Improvement & Reporting:
- Monitor and report performance metrics regularly.
- Gather employee and manager feedback to continuously enhance performance management processes.
- Stay updated on industry trends and best practices in HR and performance management.
Qualifications, Skills, and Experience
- Education & Certification: Bachelor's degree in HR, Business Administration, or a related field, along with CHRP certification.
- Experience: A minimum of 10 years of overall HR experience, including 7+ years specifically in designing and managing performance management systems.
- Knowledge: Strong knowledge of HR best practices and employment legislation.
- Strategic Capability: Must be a strategic thinker capable of aligning performance initiatives with organizational business goals.
- Communication & Coaching: Excellent communication, coaching, and interpersonal skills necessary for interacting effectively across all organizational levels.
- Analytical Ability: Strong analytical capabilities to interpret performance data and recommend actionable solutions.
- Process Management: Demonstrated ability to manage complex, cyclical HR processes and annual review cycles.
- Integrity: High integrity and proven ability to handle confidential information discreetly.
