People Experience & Performance Manager

DropXcell; Dubai; On-site; AED 357,000 - 580,000; Full time

Benefits offered by this job

Health insurance

Job summary

Finanshels.com is building a high-performance, people-first organization where ambitious professionals can take ownership and grow quickly.

We are seeking a People Experience & Performance Manager who will own the employee journey from candidate to exit, acting as a product manager for the employee experience and driving EVP, onboarding, performance, culture, and analytics across UAE and remote India teams.

Responsibilities

• Own and continually improve the end-to-end employee journey.
• Map employee touchpoints across recruitment, offer, preboarding, onboarding, remote work, development, growth and exit.
• Identify friction points and design practical solutions to improve the employee experience.
• Establish a consistent and high-quality preboarding and 30/60/90-day onboarding experience.
• Build and manage performance-management frameworks.
• Establish effective goal-setting, quarterly check-ins, performance calibration, and review processes.
• Identify and develop high performers.
• Build career levels, promotion frameworks, and succession planning.
• Ensure employees clearly understand their performance expectations, development opportunities, and next career level.
• Define clear standards and expectations for people managers.
• Coach managers on effective feedback, 1:1s, performance management, and difficult conversations.
• Develop initiatives to improve manager capability and accountability.
• Measure and continuously improve manager effectiveness.
• Translate company values into clear, observable behaviours.
• Develop employee listening and feedback mechanisms.
• Drive recognition initiatives and leadership communication.
• Strengthen culture and connection across both UAE and remote India teams.
• Ensure employees across locations have equal access to recognition, leadership visibility, culture, and career opportunities.
• Build and track people-related metrics to identify trends and opportunities.
• Monitor new-hire success, regrettable attrition, performance distribution, manager effectiveness, internal mobility, and candidate/employee NPS.
• Use people data and employee insights to recommend improvements and support leadership decisions.

Job description

Finanshels.com is building a high-performance, people-first organization where ambitious professionals can take ownership, grow quickly, and create meaningful customer impact.

As we continue to scale across the UAE and India, we are looking for a People Experience & Performance Manager who can help us build an exceptional employee experience and strengthen the systems that enable our people and managers to perform at their best.

Role Overview

The People Experience & Performance Manager will own and improve the employee journey at Finanshels—from the first interaction as a candidate through onboarding, performance, development, recognition, career growth, and eventually exit.

This role requires someone who can think like a product manager for the employee experience: identify pain points, design better processes, improve manager effectiveness, strengthen performance management, and turn our employee experience into a competitive employer-brand advantage.

Key Responsibilities

1. Employee Value Proposition & Employer Branding

• Define and strengthen Finanshels’ Employee Value Proposition (EVP).
• Develop a compelling careers story that communicates why high-performing professionals should join Finanshels.
• Build employee advocacy and proof-led employer-brand content.
• Highlight employee growth, learning, internal mobility, customer impact, and AI-first ways of working.

2. Employee Experience & Journey

• Own and continuously improve the end-to-end employee journey.
• Map employee touchpoints across recruitment, offer, preboarding, onboarding, remote work, development, growth, and exit.
• Identify friction points and design practical solutions to improve the employee experience.
• Establish a consistent and high-quality preboarding and 30/60/90-day onboarding experience.

3. Performance & Talent Management

• Build and manage performance-management frameworks.
• Establish effective goal-setting, quarterly check-ins, performance calibration, and review processes.
• Identify and develop high performers.
• Build career levels, promotion frameworks, and succession planning.
• Ensure employees clearly understand their performance expectations, development opportunities, and next career level.
• Define clear standards and expectations for people managers.
• Coach managers on effective feedback, 1:1s, performance management, and difficult conversations.
• Develop initiatives to improve manager capability and accountability.
• Measure and continuously improve manager effectiveness.

5. Culture & Employee Engagement

• Translate company values into clear, observable behaviours.
• Develop employee listening and feedback mechanisms.
• Drive recognition initiatives and leadership communication.
• Strengthen culture and connection across both UAE and remote India teams.
• Ensure employees across locations have equal access to recognition, leadership visibility, culture, and career opportunities.

6. People Analytics

• Build and track people-related metrics to identify trends and opportunities.
• Monitor new-hire success, regrettable attrition, performance distribution, manager effectiveness, internal mobility, and candidate/employee NPS.
• Use people data and employee insights to recommend improvements and support leadership decisions.

What Success Looks Like

In this role, success means:

• Candidates receive fast, clear, and high-quality communication throughout the hiring process.
• New hires experience a structured preboarding and 30/60/90-day journey with clear expectations from Day 1.
• High performers understand how they are performing, what excellence looks like, and what they need to do to progress.
• Employees across UAE and India feel connected to leadership, culture, recognition, and career opportunities.
• Employee stories demonstrate the value of working at Finanshels.
• Performance is evaluated based on both Results + Behaviour, ensuring strong results do not excuse behaviours that negatively impact the team.

First 90 Days

Days 1–30 | Diagnose

• Interview employees and managers.
• Map the complete employee journey.
• Identify the top 10 employee-experience pain points.
• Analyse attrition, onboarding, manager effectiveness, and UAE vs. India employee experience.

Days 31–60 | Design

• Develop the EVP.
• Define manager expectations.
• Design the performance framework.
• Establish employee listening and recognition systems.

Days 61–90 | Launch

• Address the five highest-impact employee-experience pain points.
• Begin measuring new-hire experience, manager effectiveness, and attrition, performance, and internal mobility.

Key Success Metrics

The role will be measured against:

• Performance-review completion
• Internal promotions
• Employee referrals
• Offer acceptance rate
• Candidate NPSEmployee NPS

Ideal Candidate Profile

We are looking for a people-focused and data-driven HR professional who can combine employee experience, performance management, talent development, culture, and employer branding.

The ideal candidate should be:

• Experienced in designing and improving employee experience initiatives.
• Strong in performance and talent-management frameworks.
• Comfortable coaching and developing managers.
• Data-driven and capable of using people analytics to identify trends and make decisions.
• Strong in employee engagement, culture, and employer branding.
• Comfortable working with both UAE and remote India teams.
• Highly execution-oriented, with the ability to move from identifying problems to implementing solutions.
• Passionate about building high-performing, people-first organizations.

Why Join Finanshels.com?

This is an opportunity to play a key role in shaping the people experience of a growing organization.

You will have the opportunity to build systems that directly influence how employees join, perform, learn, grow, get recognised, and progress at Finanshels.

90-Day Mandate

Your immediate mandate will be identify the 10 biggest pain points across the employee journey and redesign the five with the greatest impact on attracting, retaining, and improving high performers.

Join Finanshels.com and help us build an employee experience where ambitious people can do their best work and grow with the organization.