HR Manager (Performance Management)

Krsnaa Diagnostics Limited; Mumbai; Vor Ort; INR 1.800.000 - 2.800.000; Vollzeit

Zusammenfassung

Krsnaa Diagnostics Limited is seeking a senior HR leader to design, govern and roll out Performance Management, Talent Management and Organization Development across its multi-site network in India. You will own KPI design, Balanced Scorecards, annual appraisal cycles, succession planning and employee engagement programs, with a strong focus on data analytics and audit-ready documentation.

This role requires cross-functional collaboration with TA, L&D, Compliance and finance, ensuring strategic

Qualifikationen

• Bachelor's/Master's degree in HR, Admin or related field.
• MBA/PGDBA in HR preferred.
• 6–10 years of progressive HR experience across PMS, TM, engagement and OD.
• Proven ability to design PMS, Balanced Scorecards, succession planning and 9-box frameworks.
• Strong audit/governance experience and ability to maintain documentation.

Aufgaben

• Own end-to-end PMS design, rollout and governance.
• Design and maintain Balanced Scorecards and KPI cascades.
• Manage annual/half-year appraisal cycle including calibration.
• Drive succession planning and 9-box talent grid.
• Lead engagement calendar and employee engagement surveys.
• Support OD diagnostics and organization design initiatives.
• Own PMS, TM and OD data MIS and reporting.
• Partner with cross-functional teams across zones and entities.

Kenntnisse

PMS design

Talent management

Employee engagement

Organizational development

KPI design

Data analytics

Audit governance

Excel

PowerPoint

Stakeholder management

Ausbildung

Bachelor's/Master's in HR

MBA/PGDBA in HR

Tools

HRMS/PMS tools

Excel

PowerPoint

Jobbeschreibung

Location- Mumbai, Kurla-Vidyavihar

Key Responsibilities

1. Performance Management System (PMS) Design & Governance

• Own end-to-end design, rollout and administration of the PMS, aligned to organizational goals.
• Design and maintain Balanced Scorecards and KPI cascades that translate strategic priorities into individual and team goals.
• Own the monthly Balanced Scorecard cycle — employees self-fill scorecards every month; track submission compliance, follow up on non-fillers, and ensure manager review/sign-off happens on time each month.
• Consolidate monthly scorecard data into a running MIS so year-end ratings are backed by 12 months of documented, manager-reviewed evidence rather than end-of-cycle recall.
• Run the annual/half-yearly appraisal cycle end to end — goal-setting, monthly scorecard tracking, mid-year review, final rating, calibration — ensuring consistency across zones, departments and both entities.
• Maintain a defensible, auditable rating and calibration trail (evidence, manager comments, moderation minutes) for every review cycle.

2. Talent Management & Employee Engagement

• Drive succession planning maintain the 9-box talent grid, successor readiness ratings, and development plans for critical roles.
• Own the talent review calendar and governance rhythm, presenting talent outcomes to leadership (Group CEO / MD level) on a defined cadence.
• Partner with TA and L&D COEs on critical-role risk, internal mobility and career pathing, using attrition and tenure data (including early-tenure exit trends) to prioritise interventions.
• Maintain a live, version-controlled succession and talent database that can be produced on demand for management or audit review.
• Own the annual employee engagement calendar across both entities — plan, schedule and drive engagement activities, forums and rewards/recognition moments through the year.
• Design and run the employee engagement survey cycle (survey administration, results analysis, action-planning with zonal HRBPs/managers, and tracking closure of action items).
• Track engagement participation and action-closure metrics as part of the talent MIS, and report engagement health alongside attrition and succession data to leadership.

3. Organization Development (OD)

• Support design and periodic review of the org structure, role clarity, and reporting lines across zones, in line with the hub-and-spoke HR operating model.
• Lead culture, engagement and change-management interventions tied to the HR turnaround plan
• Design and facilitate OD diagnostics (structure, span of control, role-mapping) and translate findings into actionable workforce plans.

4. Goal Setting & Alignment

• Facilitate goal-setting across the organization, ensuring individual and team objectives are traceable to strategic/business priorities.
• Monitor goal progress through the cycle and guide managers on realignment or revision, with documented rationale for any changes.

5. Training & Communication

• Design and deliver manager and employee training on PMS, goal-setting, feedback and OD tools, with attendance and effectiveness records maintained.
• Ensure performance expectations, timelines and rating methodology are clearly and consistently communicated across all locations.

6. Audit, Compliance & Documentation

• Build and maintain PMS, TM and OD processes as fully documented, evidence-backed workflows (SOPs, approval trails, sign-offs) that stand up to internal and external audit.
• Ensure all appraisal, promotion, succession and OD decisions have supporting documentation and are retrievable for statutory, internal or client/NABL-linked audits.
• Track and close audit observations related to performance and talent processes within agreed timelines; maintain an audit-readiness checklist and evidence repository.
• Partner with Compliance/ER and Finance/Internal Audit teams on periodic process reviews and control testing relevant to PMS and talent data.

7. Data Analysis, MIS & Reporting

• Own the PMS and talent MIS — monthly scorecard fill rates, rating distributions, calibration outcomes, goal completion, succession coverage, 9-box movement — with a defined reporting cadence to leadership.
• Use data analytics to assess the effectiveness of PMS, TM and OD interventions and recommend improvements.
• Ensure data integrity and version control across all HR systems/trackers used for performance and talent decisions, so records reconcile cleanly during audits.

8. Continuous Improvement & Stakeholder Management

• Benchmark PMS, TM and OD practices against industry best practice and recommend enhancements suited to Krsnaa's multi-site, multi-vertical structure.
• Act as the primary point of contact for zonal HRBPs and business leaders across both KRPL and KDL on all PMS, TM and OD matters, ensuring two-way feedback loops and a common framework across entities.

Qualifications and Skills

• Bachelor's/Master's degree in Human Resources, Business Administration, Psychology or a related field; MBA/PGDBA in HR preferred.
• 6–10 years of progressive HR experience, with demonstrated ownership of Performance Management, Talent Management, Employee Engagement and/or OD in a multi-location or multi-vertical organization; healthcare/diagnostics or regulated-industry experience is an advantage.
• Proven experience designing and implementing PMS, Balanced Scorecards, succession planning and 9-box frameworks.
• Strong exposure to audit and governance requirements — comfortable building process documentation, evidence trails and control checklists that withstand internal/external audit scrutiny.
• Strong understanding of strategic alignment, KPI design, and workforce/people analytics.
• Advanced Excel/PowerPoint skills for MIS, dashboards and leadership reporting; familiarity with HRMS/PMS tools.
• Excellent stakeholder management, communication and facilitation skills across zones and seniority levels.
• High attention to detail and ability to handle confidential information with discretion.