Assistant Manager - Performance Management

Role overview

Performance management delivery

• Manages the annual cycle, including objective setting, check-ins, mid-year and year-end reviews, calibration, change objective requests, and feedback quality reviews.
• Guides PlayMakers and People Leaders on requirements, timelines, and best practices; monitors completion and follows up on delays.
• Partners with systems and analytics teams to track progress, maintain reporting, analyze trends, and identify interventions.
• Supports calibration design, governance, analysis, post-calibration updates, and performance grievance facilitation and resolution.
• Handles queries, exceptions, and process issues and produces periodic reports and insights.

Performance quality and governance

• Leads AI-enabled quality reviews of objectives, self-reviews, manager evaluations, and other performance documentation.
• Assesses consistency and alignment with standards, identifies recurring gaps, and provides targeted feedback and recommendations.
• Follows up on feedback implementation and consolidates findings to improve practices, guidance, and capability-building.

Promotion cycle

• Manages promotion cycle delivery, coordinating timelines, submissions, validations, stakeholder inputs, and approvals with HRBPs.
• Manages communications, reminders, queries, and follow-up; maintains trackers and monitors completion, risks, and exceptions.
• Analyzes and validates submissions, outcomes, and trends against the promotion framework.
• Prepares reporting, data inputs, and dashboards for promotion reviews and leadership discussions.

Process and stakeholder management

• Recommends enhancements based on operational feedback, quality reviews, and stakeholder insights; benchmarks practices against market standards.
• Supports implementation and evaluation of approved process and framework improvements.
• Partners with HRBPs and other stakeholders to drive accountability and delivery; provides updates on progress, risks, and interventions.
• Coordinates dependencies with systems, analytics, communications, and other teams and escalates material risks or delays.

Communications and enablement

• Supports performance management events and engagement initiatives, including content, vendor coordination, facilitation, and logistics.
• Supports training, new-joiner sessions, workshops, and other enablement for PlayMakers and People Leaders.
• Develops ideas to strengthen stakeholder understanding, participation, and experience.

Qualifications and experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 5–7 years of Human Resources experience, including at least 2–3 years in Performance Management, Promotion, Talent Management, HR Analytics, or a related field.
• Experience with HRIS platforms such as SAP SuccessFactors or similar systems.
• CIPD, SHRM, HRCI, or equivalent certification is preferred.

Technical and behavioral competencies

• Technical competencies include performance and promotion frameworks, quality review, grievance management, promotion validation, reporting, analytics, HR platforms, AI prompt generation, advanced Excel, executive presentations, and process improvement.
• Behavioral competencies include stakeholder partnership, communication and influencing, analytical thinking, presentation, creativity, problem solving, planning, continuous improvement, and attention to detail.