Manage the operational delivery and continuous improvement of the Performance Management and Promotions lifecycles, driving timely execution, quality, consistency, and stakeholder engagement. The role oversees cycle delivery, quality reviews, calibration and grievance support, promotion validation, reporting and analytics, issue resolution, and process enhancements initiatives to strengthen governance and the overall stakeholder experience.
Performance Management
- Manage the end-to-end operational execution of the annual Performance Management cycle, including 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 drive 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 promote consistency across performance outcomes.
- Support in managing performance grievance process, session facilitation, outcome analysis, and resolutions.
- Manage Performance Management queries, exceptions, and process-related issues, coordinating with relevant stakeholders to support timely resolution.
- Produce periodic reports and insights on cycle progress, completion, calibration outcomes, and areas requiring action.
Performance Quality & Governance
- Lead AI-enabled quality reviews at key stages of the Performance Management lifecycle, including objective setting, self-reviews, manager evaluations, and other performance documentation.
- Assess the quality, consistency, and alignment of Performance Management outputs with established standards and guidelines.
- Identify recurring gaps and improvement areas across individuals, teams, and functions.
- Develop and deliver 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 strengthen Performance Management practices, guidance, and enablement. Partner with Talent Management teams to share relevant insights and revealed gaps to feed into capability-building initiatives where required.
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-up 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 exercise of promotion submissions, outcomes and trends to support decision-making and ensure alignment with 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, recommending 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 on 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
- Support the planning and coordination of Performance Management events and engagement initiatives, including content development, vendor coordination, facilitation, and logistics.
- Support team with delivering Performance Management training sessions, new-joiner sessions, workshops, and other enablement activities for PlayMakers and People Leaders.
- Develop innovative ideas and initiatives to strengthen stakeholder understanding, participation, and experience across 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
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
