Lead - Talent Management

Iris Software, Inc.; Dadri; On-site; INR 2,500,000 - 3,800,000; Full time

Job summary

Iris Software, Inc. is seeking a seasoned professional to design, implement and manage the company’s performance management system. The role requires delivering half-yearly and annual cycles, fair feedback, and promotion processes aligned with the Talent Architecture.

You will partner with L&D and HR teams to drive competency development and leadership initiatives. The candidate should have 8–10 years of experience, deep knowledge of performance appraisal frameworks, and hands-on PMGM and

Qualifications

• 8–10 years of experience in performance management design and execution.
• Deep understanding of performance appraisal frameworks.
• Experience with SuccessFactors PMGM module.
• Own PMGM system requirements and partner with systems team.
• Create dashboards and analytics for insights.

Responsibilities

• Design, develop and implement the performance management system for Iris.
• Ensure timely half-yearly and annual performance cycles.
• Deliver fair, timely feedback via employee surveys.
• Run promotion cycles across levels and career streams.
• Review policy and drive process improvements.
• Develop competency-based assessment per Talent Architecture.
• Establish leadership development interventions.
• Ensure cycles run on SuccessFactors for all roles.

Skills

Performance management design

SuccessFactors PMGM

Analytics & dashboards

Stakeholder management

System requirements gathering

Market awareness

PM/Program management

Tools

SuccessFactors

Analytics tools

Job description

Job Description

Objective:

To design, develop and implement the performance management system for Iris and ensure its running on time in every cycle and updating as per organization’s needs.

Deliverables:

• Implement and improvise the Performance Management System for the company that enables measurement of role- and level-wise KRAs/KPIs and goal outcomes, and helps reporting managers identify areas of improvement and develop plans for their teams.
• Ensure timely implementation of the performance management cycle on a half‑yearly and annual basis – measured by stakeholder feedback.
• Ensure fair, timely, and complete feedback is delivered to employees as measured by the employee feedback survey.
• Run the promotion cycle for all levels and career streams taking into account the Talent Architecture of the company.
• Review performance policy and bring process improvement based on business requirements.
• Develop and implement a competency‑based assessment model for each career stream per the defined Talent Architecture, ensuring competency assessment gates are well defined for upward and lateral career movement.
• Develop mechanisms for potential assessment for specialist and leadership levels.
• Develop frameworks and interventions for leadership development.
• Develop mechanisms for career development per the Talent Architecture and ensure performance cycles are executed timely and as per defined process on an annual and half‑yearly basis.
• Gauge and develop metrics for measuring effectiveness of the performance cycle.
• Conduct stakeholder education and training to prepare managers to fairly assess performance and potential and provide feedback.
• Partner with the L&D team to identify training needs post‑closure of the performance cycle, ensuring required trainings are planned and discussed with business managers.
• Ensure the performance management cycle is run on the SuccessFactors tool for all roles in the organization, including goal‑setting, modification, half‑yearly and annual assessment, 360 feedback, get feedback, and IDP completion.
• Ensure all roles in the organization have measurable goals/KRAs with well‑defined success measures and timelines, reviewed from time to time.
• Develop communication material and design campaigns around Performance Management in collaboration with the corporate communication team.
• Act as a subject‑matter expert on performance and potential assessment, providing advisory to leaders, management, and all stakeholders.
• Establish a framework for competency and career development.
• Program management to ensure the cycle is completed on time, keeping stakeholders informed, and providing support and coordination on various projects and activities related to performance management. Program management is an essential part of this role.

Experience & Qualifications

• 8–10 years of experience.
• Deep understanding of performance appraisal framework design, development, and execution.
• Experience with SuccessFactors PMGM module.
• Own PMGM system requirements.
• Partner with the systems team on enhancements.
• Networking and awareness of market information related to performance‑management best practices.
• Create and share dashboards and analytics to provide insights on the performance‑management process.

Perks and Benefits

Iris provides world‑class benefits for a personalized employee experience. These benefits are designed to support financial, health, and well‑being needs of Irisians for holistic professional and personal growth. Click here to view the benefits.