Employee Performance Management.
I. Position Overview
The Employee Performance Management is a senior HR leadership role responsible for designing, executing, and improving the organization's approach to employee performance, ensuring continuous individual and team development. This role is crucial in creating a high-performance culture by ensuring every employee's goals are linked to the corporate strategy.
II. Key Job Responsibilities
A. Strategic Design and Implementation
- Performance Framework: Lead the design and continuous evolution of the Employee Performance Management (EPM) Framework, ensuring it supports a culture of continuous feedback, development, and accountability.
- Strategic Cascading: Partner with Strategy and Executive Leadership to effectively translate the corporate Balanced Scorecard (BSC) and strategic goals into clear, measurable, and aligned objectives for all employee levels.
- Cycle Management: Own and govern the end-to-end performance cycle (planning, check-ins, calibration, year-end review), ensuring process integrity, fairness, and timeliness across the organization.
B. Goal Setting, KPIs, and Target Management
- KPI & KRA Definition: Develop and standardize the methodology for creating Key Performance Indicators (KPIs) and Key Result Areas (KRAs) for individual employees, ensuring measures are objective, data-driven, and aligned with job functions.
- Target Setting: Facilitate the organizational Target Setting process, coaching managers on setting challenging yet achievable goals (SMART goals) and ensuring effective goal deployment and alignment.
- Calibration: Design and facilitate the performance calibration process to ensure consistency and fairness in ratings and outcomes across different departments.
C. Talent Development and Career Pathing
- Talent Integration: Ensure the EPM system directly links to other talent processes, including compensation, rewards, and the Talent Review process (9-box grid).
- Career Pathing: Collaborate closely with Learning & Development (L&D) to integrate performance results and competency gaps into the Career Progression Frameworks, clearly outlining developmental requirements for employees to advance.
- Capability Building: Develop and deliver mandatory training programs for all managers on effective performance coaching, providing constructive feedback, and conducting developmental check-in conversations.
