Performance Manager jobs in United Arab Emirates

• Job Title: Manager – Performance, Organizational Development & Rewards
• Reports To: Executive Director
• Division: People, Culture & Performance
• Department: Performance, OD & Rewards
• Location: Head Office – Abu Dhabi
• Business Coverage: Property Management and Valuation & Advisory verticals

To lead and integrate Performance Management, Organizational Development, and Rewards frameworks to ensure strong alignment between business strategy, people capability, and pay‑for‑performance outcomes.

The role is responsible for driving enterprise‑wide performance excellence, organization effectiveness, leadership capability, and reward governance, enabling sustainable growth and informed executive decision‑making across Property Management and Valuation & Advisory businesses.

1. 1. Performance Management
   • Design, implement, and continuously enhance the end‑to‑end Performance Management framework, ensuring clear linkage between corporate strategy, divisional scorecards, KPIs, and individual objectives.
   • Own and administer the Performance Management system (e.g. SAP SuccessFactors), including goal cascade, quarterly check‑ins, mid‑year and annual reviews, and multi‑level calibration cycles.
   • Ensure performance objectives are SMART, measurable, and aligned with organizational priorities and financial outcomes.
   • Drive governance, quality, and timeliness of performance cycles across all levels of the organization.
   • Provide expert advisory support to leaders and employees on performance policies, system usage, calibration outcomes, and performance decisions.
   • Develop and deliver performance management training, toolkits, roadshows, and workshops for managers and employees.
   • Manage the probation performance process for new joiners, ensuring early capability assessment, objective setting, and manager coaching.
   • Support underperformance management through structured Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs).
2. 2. Rewards, Compensation & Pay‑for‑Performance
   • Lead and coordinate annual reward cycles, including promotions, increments, bonuses, and recognition & reward (R&R) programs in alignment with approved budgets and governance.
   • Integrate performance outcomes with pay‑for‑performance frameworks, ensuring fair, consistent, and data‑driven reward decisions.
   • Facilitate calibration sessions to support equitable distribution of rewards and performance ratings.
   • Prepare reward simulations, scenarios, and business cases for leadership and EXCO review.
   • Partner with Finance and leadership to ensure reward decisions align with financial targets and workforce plans.
   • Support development and maintenance of grading, job architecture, and reward structures in alignment with organizational design and market practices.
3. 3. Organizational Development & Design
   • Lead organizational design and effectiveness initiatives, including org chart modeling, span‑of‑control optimization, role clarity, grading, and job architecture.
   • Partner with Executive Directors and Division Heads to ensure consistent job leveling, titles, and structure across the organization.
   • Support business transformation initiatives by assessing people impact, readiness, and change management requirements.
   • Embed performance insights into OD initiatives to strengthen leadership capability, succession readiness, and workforce productivity.
   • Contribute to culture, engagement, and leadership development initiatives using data‑driven insights.
4. 4. HR Transformation, Analytics & Governance
   • Drive HR and performance transformation initiatives, including process re‑engineering, system enhancements, and policy harmonization.
   • Develop dashboards and analytics (e.g. Power BI, HR analytics tools) to provide predictive insights on performance, succession, workforce productivity, and capability gaps.
   • Provide executive‑level reporting and insights to support strategic workforce planning and EXCO decision‑making.
   • Ensure compliance with HR policies, governance standards, and applicable employment regulations.
   • Promote transparency, consistency, and fairness across performance and reward decisions.
5. 5. Capability Building & Leadership Support
   • Build performance and reward capability across the organization by enabling managers through coaching, training, and practical toolkits.
   • Enhance leadership effectiveness by improving performance coaching quality, calibration accuracy, and feedback culture.
   • Support team members’ professional development through coaching, feedback, and continuous learning initiatives.

• Bachelor’s Degree in Human Resources, Business Management, or a related discipline
• Master’s Degree is an added advantage
• Professional certifications such as CIPD, SHRM, Korn Ferry, WorldatWork, or Performance Management certifications preferred

• Minimum 10+ years’ experience across Performance Management, Organizational Development, and Rewards, with 7+ years in a managerial or leadership role
• Strong knowledge of performance frameworks, reward governance, organizational design, and change management
• Proven ability to partner with senior leadership and drive enterprise‑wide people initiatives
• Strong analytical, facilitation, stakeholder management, and presentation skills
• High level of integrity, commercial acumen, and a solution‑oriented mindset