Performance Manager

Roles and responsibilities

The purpose of the Performance Manager will be to support the team with review, delivery and monitoring performance management framework, oversee and improve performance of teams, analyse performance data and implement strategies for improvement.

Additional tasks of this role will include tracking and reporting of KPIs and other performance metrics to oversee the performance across individuals and teams and assist in performance management queries. The Performance Manager will also collaborate with the team to bring forward ideas, to design and implement performance enhancement strategies and initiatives. Creating guides and tools to educate employees about the principles and goals of performance management, as well as assist with business tracking and analysis. The role will coordinate with the L&D team to provide outcomes of training and regularly review policies and procedures to ensure best practice.

The Performance Manager will also oversee the probation process for all new hires, conducting regular, monthly reviews throughout employees first 3-6 months with the business. They will engage with new employees to address queries and provide training, along with offer support in resolving probation-related questions or concerns.

To be considered for this role, the successful candidate will have a minimum of 5 years previous experience and in-depth knowledge in performance management. Experience in an organisation overseeing a headcount of +300 employees with diverse experience is a requirement for this role.

The ideal candidate will be a strong communicator and decision maker with a professional and personable approach. Attention to detail and exceptional organisational skills, with advanced skills in MS Excel and PowerPoint are essential for this role, as well as excellent communication skills in English, both written and verbal.

Desired candidate profile

. Performance Management Systems

• Developing Performance Metrics: Establishing clear performance indicators and targets that align with organizational goals and individual job roles. This includes defining KPIs (Key Performance Indicators) and objectives for teams and individuals.
• Setting Goals & Expectations: Working with managers to set clear, measurable goals for employees, ensuring these goals are aligned with company objectives. This can include short-term and long-term performance targets.
• Performance Appraisals: Overseeing the performance review process, ensuring that evaluations are completed on time and that feedback is constructive and aligned with company objectives.
• Performance Tools & Platforms: Implementing or managing performance management tools or platforms (e.g., 15Five, Lattice, Trakstar) to track and measure employee progress on goals and KPIs.

2. Employee Development & Coaching

• Identifying Training Needs: Assessing performance data and employee feedback to identify areas where employees may require further training or development to improve performance.
• Coaching & Mentoring: Providing support to managers and employees by offering coaching and feedback to help them achieve their goals and improve performance.
• Individual Development Plans: Working with employees to create tailored development plans that address weaknesses and build on strengths, promoting continuous improvement and career growth.

3. Data Analysis & Reporting

• Tracking & Analyzing Performance Data: Collecting and analyzing data from performance reviews, feedback surveys, and KPIs to identify trends, strengths, weaknesses, and areas for improvement within the organization.
• Reporting to Leadership: Preparing reports on performance trends, employee engagement, and departmental performance. Providing recommendations to senior management on how to address performance gaps.
• Actionable Insights: Using performance data to create actionable insights that can be used by managers to improve team performance and help employees develop.

4. Continuous Improvement & Strategy Alignment

• Performance Improvement Plans: Developing and managing performance improvement plans (PIPs) for underperforming employees, setting clear expectations and timelines for improvement.
• Aligning Performance with Strategy: Ensuring that performance management strategies are aligned with overall business goals and objectives. Adjusting performance management systems as business needs evolve.
• Process Optimization: Identifying opportunities to improve performance management processes to increase efficiency, reduce administrative burdens, and make feedback more effective.

5. Employee Engagement & Motivation

• Engagement Initiatives: Developing and implementing initiatives aimed at increasing employee engagement, such as recognition programs, feedback mechanisms, and team-building activities.
• Recognizing High Performance: Working with HR and management to create recognition programs that celebrate high-performing employees, boosting morale and motivation.
• Feedback Culture: Promoting a culture of feedback where employees and managers regularly communicate and address performance issues, growth opportunities, and successes.

6. Collaboration with Leadership & HR

• Working with HR: Collaborating with the HR department to ensure that performance management practices are aligned with organizational policies, reward systems, and career development frameworks.
• Management Support: Supporting department heads and managers with tools, training, and advice to ensure they are equipped to manage and improve team performance effectively.
• Organizational Change: Assisting in managing performance during organizational changes, helping employees adjust and remain productive through transitions.