Assistant Manager - Performance Management

Role overview

Performance management delivery

• Manage annual performance cycles, including objective setting, check-ins, mid-year and year-end reviews, calibration, change requests, and feedback quality reviews.
• Guide employees and people leaders on requirements, timelines, and best practices; monitor completion and intervene when cycles are delayed.
• Coordinate calibration governance and analysis, grievance processes, performance queries, exceptions, and issue resolution.
• Produce reports and insights on cycle progress, completion, calibration outcomes, and areas requiring action.

Quality, promotions, and process improvement

• Lead AI-enabled quality reviews of objectives, self-reviews, manager evaluations, and other performance documentation; identify gaps and recommend improvements.
• Manage promotion cycle timelines, submissions, validations, HRBP inputs, approvals, communications, trackers, and exception follow-up.
• Analyze promotion submissions, outcomes, and trends; prepare reporting and dashboards for promotion reviews and leadership discussions.
• Translate feedback and review findings into process enhancements, benchmark practices, and support implementation of approved changes.

Stakeholder enablement

• Partner with HRBPs, systems, analytics, communications, and other teams to coordinate dependencies and drive accountability.
• Share cycle updates, insights, risks, and recommendations; escalate material risks and recurring delays through governance channels.
• Support performance management events, training, new-joiner sessions, workshops, communications, and other enablement activities.

Qualifications and experience

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

Technical and behavioral competencies

• Performance and promotion frameworks, policies, and guidelines; quality review; grievance management; promotion assessment and validation.
• Reporting, analytics, advanced Excel, AI prompt generation, HR systems, and executive presentation development.
• Stakeholder partnership, communication, influencing, analytical thinking, presentation, innovation, problem-solving, planning, execution, and attention to detail.