Performance Management Manager

About NEXT Ventures

Role overview

Performance framework and goals

• Manage performance cycles across teams and geographies, covering goal setting, check-ins, reviews, and calibration.
• Monitor completion and compliance, escalate gaps, and improve frameworks and employee experience using feedback and data.
• Support leaders with cascading OKRs and quarterly goals; coach stakeholders on measurable, outcome-driven goal writing.
• Review goals for alignment, clarity, scope, duplication, or misalignment and recommend improvements.
• Maintain role-specific goal examples and best practices by function and level.

Calibration and performance insights

• Coordinate fair and consistent calibration and maintain performance differentiation standards with HRBPs and leadership.
• Identify rating inflation, inconsistencies, or bias patterns and recommend corrective action.
• Support promotion and talent reviews with performance insights, trends, and documentation standards.
• Track and analyse performance metrics and prepare leadership dashboards and milestone reviews.
• Maintain data integrity in HRIS and reporting systems and use insights to improve processes and manager capability.

Underperformance and capability building

• Support HRBPs and managers with underperformance cases; coordinate Performance Support Plans and documentation, track cases, and escalate to formal Performance Improvement Plans where needed.
• Develop and deliver performance management training; create process guides, toolkits, and FAQs for self-service.
• Serve as a performance management subject-matter expert and support change initiatives involving frameworks, tools, and working practices.

What you bring

• Bachelor’s or Master’s degree in Human Resources, Business, Psychology, Economics, or a related discipline.
• 3–5 years of progressive HR experience, including hands-on exposure to performance management, OKR operations, or talent analytics.
• Understanding of performance frameworks, calibration methodologies, and OKR, SMART, and MBO goal-setting practices.
• Strong analytical and data storytelling skills using Excel, Google Sheets, Power BI, or Tableau.
• Hands-on experience with HRIS or platforms such as HiBob, Workday, Lattice, or 15Five.
• Strong stakeholder management; able to coach managers and partner across regions.
• High integrity, discretion, and resilience with confidential performance and talent data.

Candidate profile

Interview process

• The process includes a 30-minute HR session, a 60-minute functional session with the Regional Performance and Total Rewards Lead, and a 60-minute final session with the Chief People Officer.