Role Purpose
Drive business performance by strengthening leadership capability, employee experience, and a high-ownership culture. Design and deliver integrated talent, learning, and culture programs that improve retention, productivity, and readiness for growth and transformation.
Key Responsibilities
▪Develop and Guide through performance management frameworks (for all target groups: new hires, interns, contractual hires, low performers) including TM flow, including goal-setting processes, evaluation methods, and feedback mechanisms, ensuring alignment with tires
▪ Coordinate and oversee the TM Flow, including setting objectives, conducting reviews & check-ins, and facilitating calibration sessions to ensure consistency and fairness
▪Identify development needs through performance data analysis and collaborate with managers to implement training programs, mentorship, and performance improvement plans (PIPs) for underperforming employees
▪Collect and analyze performance data to identify trends, gaps, and areas for improvement. Prepare comprehensive reports to inform strategic decision-making
▪ Work closely with HR Business Partners, department heads, and team leaders to ensure that performance management processes are effectively communicated and integrated across the organization
▪Continuously review and enhance performance management processes, incorporating feedback from stakeholders and staying informed about best practices to ensure effectiveness and efficiency
• Leadership & Manager Development: Design manager essentials (coaching, feedback, performance, engagement), leadership curricula, and practical toolkits; enable leaders to execute consistently.
• Talent Development & Mobility: Support succession planning, HiPo identification, career frameworks, and internal mobility; build critical capability pathways for priority roles.
• Learning Strategy & Delivery: Build annual learning plan and academies; curate blended learning (digital + cohort + on-the-job); ensure transfer to performance through reinforcement.
• Engagement & Employee Listening: Run listening strategy (surveys/pulses/focus groups), convert insights into action plans, and close the loop
• Measurement & ROI: Track impact and provide executive-ready insights; continuously improve programs based on data and feedback.
• Stakeholder Partnership: Work with HRBPs, business leaders, and COEs to tailor interventions; manage vendors and learning partners as needed.
