Performance Management Senior Specialist JOB

دائرة الثقافة والسياحة – أبوظبي; Abu Dhabi; On-site; AED 120,000 - 200,000; Full time

Job summary

A leading government entity in Abu Dhabi seeks a Performance Management Senior Specialist to develop and implement performance strategies aligned with organizational goals. The ideal candidate will enhance employee effectiveness through strategic planning, collaboration, and data analysis while ensuring compliance with EHS guidelines.

Qualifications

• Strong understanding of performance management frameworks.
• Experience in stakeholder collaboration and change management.
• Ability to analyze performance data and develop reports.

Responsibilities

• Implement effective Performance Management processes and standards.
• Coordinate with Learning and Development teams for employee training.
• Monitor and report on performance against KPIs.

Skills

Performance Management

Analytical Skills

Collaboration

Change Management

Education

Bachelor's degree in Human Resources or related field

Job description

Job Title: Performance Management Senior Specialist

Job Purpose:

To implement Performance Management strategy in line with People & Performance strategy and ensure continuous alignment with overall DCT strategy to promote and improve employee effectiveness by planning, monitoring and reviewing employee work objectives or goals and overall contribution to the organisation.

Key Accountabilities:

Performance Management Operations:

• Implement effective Performance Management process that helps to establish and support the link between strategic business objectives and employee day-to-day actions and tasks.

• Contribute in the development of Performance Management program and provide advice and recommendations to DCT Senior Management and employees.

• Align DCT organisational objectives with the employee agreed measures, skills, competency requirements, development plans and the delivery of results.

• Implement Goal setting methodology and process and coach the senior management on setting the goals at the beginning of each fiscal year.

• Ensure cascading goal process integrates goal-setting activities at individual organisational levels to define specific objectives for the employees.

• Participate in the design, and develop standards for competency assessment for recruitment, development and promotions of employees.

• Implement the competency framework system across DCT and train Managers to carry out competency assessment to determine employee development requirements.

• Analyse the Performance Management results and benchmark against the competency framework to support in the individual development plan in coordination with the Training team.

• Participate and coordinate with the Learning and development team in developing training plans, identifying educational opportunities for employee development.

• Support change management initiatives by conducting readiness assessments, job-impact analysis, and skill and capability assessments.

• Develops knowledge sharing processes and programs that encourage learning and collaboration.

• Prepare, analyse and submit the PMS reports to the senior management and support them in the final assessment.

• Participate in monitoring and tracking performance against targets and KPIs through collecting and analysing performance data using standard analytical and statistical techniques, in order to observe trends, draw conclusions and report variances and recommend appropriate resolution plans to the sectors/divisions.

• Participate in the development and implementation of a tracking and reporting system in order to report against progress in a regular and effective manner, and propose appropriate corrective measures.

• Conduct research activities and provide recommendations in order to participate in the development or improvement of DCT’s performance management system, methodology, processes and tools.

Policies, Processes and Procedures:

• Follow all Talent Development section policies, processes, procedures and instructions so that work is carried out in a controlled and consistent manner.

Collaboration:

• Collaborate with internal and external stakeholders on matters related to Performance Management area in order to facilitate flow of information and also to build awareness in those areas.

Day-to-Day Operations:

• Follow the day-to-day operations set by the Line Manager in the Talent Development section to ensure continuity of work and the delivery of effective and high quality outputs.

• Report on a regular basis to Performance Management Head on their operational activities, Its challenges, hurdles and methods of resolution or mitigation etc. as required to keep the Line Manager informed and updated about their activities.

EHS (Environment, Health and Safety):

• Comply with all relevant EHS guidelines, policies and procedures, by reporting incidents and hazards on a timely manner, and reduce consumption of natural resources to support in protecting the environment and ensure a healthy and safe work environment.

Change Management:

• Support the creation of culture susceptible to change management through a ‘hands-on’ and ‘can-do’ approach to DCT’s new business opportunities, participating in the development of new initiatives, meeting planned targets, and demonstrating preferred high-performance behaviours.