Performance Management Specialist

Iris Software Inc.; Dadri; On-site; INR 1,200,000 - 2,400,000; Full time

Job summary

Iris Software Inc. in India is seeking an experienced Performance Management leader to design and run the company's PM processes across half-yearly and annual cycles, aligning KRAs, KPIs and goals with business needs.

You will own the SuccessFactors PMGM implementation, develop competency and career development frameworks, oversee promotion cycles and stakeholder education, and partner with L&D and corporate comms to drive adoption.

Qualifications

• Deep understanding of performance appraisal framework design, development and execution.
• Experience designing and running half-yearly and annual performance cycles.
• Ability to create dashboards and provide performance insights.

Responsibilities

• Design, develop and implement performance management system with timely cycles.
• Measure KRAs/KPIs, enable reporting managers to identify improvement areas.
• Lead promotion cycles and talent architecture aligned with career streams.
• Review performance policies and drive process improvements.
• Develop competency assessments and leadership development interventions.
• Partner with L&D to identify training needs post-cycle closures.
• Ensure PM cycles run on SuccessFactors with goal setting, feedback and IDP completion.

Skills

Performance Management

HR Analytics

Leadership development

Competency frameworks

Stakeholder management

Project management

Change management

Tools

SuccessFactors PMGM

Job description

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 Performance Management System for the company that enables to measure role and level wise KRAs / KPIs and goals outcomes and help reporting managers to identify areas of improvement and developmental plans for their teams

Ensure timely implementation of 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

Running the Promotion cycle for all levels and career streams taking into account the Talent Architecture of the company.

Performance policy reviews and bringing process improvement based on business requirement

Develop and implement a competency-based assessment model for each career stream as per the defined Talent Architecture, ensure 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 as per the Talent ArchitectureActivitiesEnsure the 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 L&D team to identify the training needs post closure of the performance cycle which will enable training team to ensure that 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 all the goal-setting and feedback mechanisms:

Goal setting and modification

Half-yearly and Annual assessment

360 feedback

Get Feedback

IDP completion

Ensure all roles in the organization have measurable Goals / KRAs with well-defined success measures and timelines which are 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; and provide 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 - responsible for providing support and coordination on various projects and activities related to the performance

Program Management is an essential part of this role

Experience 8-10 years

Role Specifications and capabilities required. Deep understanding of Performance Appraisal framework design, development and execution.

Create and share dashboards and analytics to provide insights on performance management process.

Networking and awareness of market information at any given point in time related to Performance Management best practices. Experience of SuccessFactors PMGM moduleOwn PMGM system requirements.

Partner with systems team on enhancements.