HR Manager- Performance

Azizi Developments; Dubai; On-site; AED 120,000 - 200,000; Full time

Job summary

A leading private real estate developer in Dubai is seeking an HR Manager - Performance responsible for enhancing employee performance and managing engagement initiatives. This role involves designing performance management frameworks and tools, overseeing the appraisal cycle, and fostering a culture of accountability. The ideal candidate has a background in HR with proven expertise in performance management systems and employee engagement strategies.

Qualifications

• Proven experience in performance management systems.
• Strong understanding of employee engagement strategies.
• Ability to maintain compliance with legal and organizational policies.

Responsibilities

• Design and manage performance management systems.
• Maintain accurate employee records and ensure compliance.
• Analyze employee performance data and provide insights.

Skills

Performance management

Employee engagement

HRIS management

Data analysis

Policy development

Training and development

Education

Bachelor's degree in Human Resources or related field

Tools

Human Resources Information System (HRIS)

Job description

Azizi Developments stands as one of the UAE’s leading private real estate developers. Behind our iconic projects is a high-performing corporate team that drives strategy, innovation, and growth. Our professionals, spanning finance, HR, marketing, legal, and operations, play a vital role in shaping the future of our business. We operate with a keen sense of purpose, transparency, and integrity, committed to creating value at every level. If you seek to be part of a results-oriented, fast-paced environment where your contributions truly matter, Azizi is the ideal place to advance your career.

HR Manager - Performance role is responsible for designing, implementing, and managing performance management systems. This role focuses on enhancing employee performance, aligning individual goals with organizational objectives, and ensuring compliance with record-keeping standards. The position plays a key role in driving a culture of accountability, transparency, and continuous improvement within the organization. Employee Engagement Manager is a key HR role focused on fostering a positive work environment, improving employee satisfaction, and driving productivity through initiatives that enhance workplace culture and employee well-being.

Responsibilities:

Performance Management:

• Design, implement, and continuously improve performance management frameworks and tools.
• Oversee the performance appraisal cycle, including goal setting, mid-year reviews, and annual evaluations.
• Guide managers and employees on performance evaluation processes and effective feedback mechanisms.
• Develop and monitor key performance indicators (KPIs) to assess individual and team contributions.
• Collaborate with department heads to align employee objectives with business strategies and goals.
• Facilitate performance improvement plans (PIPs) for underperforming employees and track their progress.
• Organize training sessions for managers on performance management best practices.

Employee Records Management:

• Maintain accurate and up-to-date employee records, including contracts, evaluations, and disciplinary actions, in compliance with legal and organizational policies.
• Manage the HRIS (Human Resources Information System) to ensure the integrity, confidentiality, and accessibility of employee records.
• Ensure compliance with data protection laws, labor regulations, and company policies regarding record management.
• Develop and implement policies for employee record retention, archiving, and disposal.
• Conduct periodic audits of employee files to ensure completeness and accuracy.

Reporting and Analysis:

• Generate reports on employee performance trends, training needs, and talent development progress.
• Provide insights and recommendations to senior leadership based on performance data and records analysis.
• Monitor the effectiveness of performance management initiatives and suggest improvements.

Policy Development and Implementation:

• Develop and update policies related to performance management and records in line with organizational and legal requirements.
• Communicate policies to employees and managers, ensuring understanding and adherence.

Employee Development and Engagement:

• Identify training and development needs through performance data analysis.
• Collaborate with the Learning & Development team to design programs that address skill gaps.
• Promote a performance-driven culture through recognition programs and career growth opportunities.

Employee Engagement Strategies:

• Develop and implement programs to boost morale, motivation, and retention.
• Conduct surveys (e.g., pulse checks, engagement surveys) to assess employee sentiment.
• Analyze feedback and recommend action plans.
• Identify trends in turnover and recommend retention strategies
• Collaborate with HR and leadership to address engagement challenges.
• Support career development and employee growth opportunities.

Culture & Communication:

• Promote company values and a positive workplace culture.
• Organize team-building activities, recognition programs, and wellness initiatives.
• Facilitate internal communications (newsletters, town halls, feedback channels).

Retention & Development:

• Identify trends in turnover and recommend retention strategies.
• Collaborate with HR and leadership to address engagement challenges.
• Support career development and employee growth opportunities.

Performance & Recognition:

• Design reward and recognition programs to celebrate achievements.
• Work with managers to reinforce positive behaviors and engagement best practices.

Data-Driven Insights:

• Track engagement metrics (e.g., eNPS, turnover rates, participation in programs).
• Report findings to leadership with actionable recommendations.