Performance Manager

3 weeks ago

Abu Dhabi, Abu Dhabi, United Arab Emirates CHARTERHOUSE MIDDLE EAST Full time
Roles and responsibilities

The purpose of the PerformanceManager will be to support the team with review, delivery andmonitoring performance management framework, oversee and improveperformance of teams, analyse performance data and implementstrategies for improvement.

Additional tasks of this role will includetracking and reporting of KPIs and other performance metrics tooversee the performance across individuals and teams and assist inperformance management queries. The Performance Manager will alsocollaborate with the team to bring forward ideas, to design andimplement performance enhancement strategies and initiatives.Creating guides and tools to educate employees about the principlesand goals of performance management, as well as assist withbusiness tracking and analysis. The role will coordinate with theL&D team to provide outcomes of training and regularlyreview policies and procedures to ensure bestpractice.

The PerformanceManager will also oversee the probation process for all new hires,conducting regular, monthly reviews throughout employees first 3-6months with the business. They will engage with new employees toaddress queries and provide training, along with offer support inresolving probation-related questions orconcerns.

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

The ideal candidatewill be a strong communicator and decision maker with aprofessional and personable approach. Attention to detail andexceptional organisational skills, with advanced skills in MS Exceland PowerPoint are essential for this role, as well as excellentcommunication skills in English, both written and verbal.

Desired candidate profile

. PerformanceManagementSystems

  • DevelopingPerformance Metrics: Establishing clear performanceindicators and targets that align with organizational goals andindividual job roles. This includes defining KPIs (Key PerformanceIndicators) and objectives for teams andindividuals.
  • Setting Goals& Expectations: Working with managers to setclear, measurable goals for employees, ensuring these goals arealigned with company objectives. This can include short-term andlong-term performancetargets.
  • PerformanceAppraisals: Overseeing the performance reviewprocess, ensuring that evaluations are completed on time and thatfeedback is constructive and aligned with companyobjectives.
  • Performance Tools& Platforms: Implementing or managingperformance management tools or platforms (e.g.,15Five,Lattice,Trakstar) to track and measureemployee progress on goals andKPIs.

2. EmployeeDevelopment &Coaching

  • IdentifyingTraining Needs: Assessing performance data andemployee feedback to identify areas where employees may requirefurther training or development to improveperformance.
  • Coaching &Mentoring: Providing support to managers andemployees by offering coaching and feedback to help them achievetheir goals and improveperformance.
  • IndividualDevelopment Plans: Working with employees to createtailored development plans that address weaknesses and build onstrengths, promoting continuous improvement and careergrowth.

3. DataAnalysis &Reporting

  • Tracking& Analyzing Performance Data: Collecting andanalyzing data from performance reviews, feedback surveys, and KPIsto identify trends, strengths, weaknesses, and areas forimprovement within theorganization.
  • Reporting toLeadership: Preparing reports on performance trends,employee engagement, and departmental performance. Providingrecommendations to senior management on how to address performancegaps.
  • ActionableInsights: Using performance data to createactionable insights that can be used by managers to improve teamperformance and help employeesdevelop.

4. ContinuousImprovement & StrategyAlignment

  • PerformanceImprovement Plans: Developing and managingperformance improvement plans (PIPs) for underperforming employees,setting clear expectations and timelines forimprovement.
  • Aligning Performancewith Strategy: Ensuring that performance managementstrategies are aligned with overall business goals and objectives.Adjusting performance management systems as business needsevolve.
  • ProcessOptimization: Identifying opportunities to improveperformance management processes to increase efficiency, reduceadministrative burdens, and make feedback moreeffective.

5. EmployeeEngagement &Motivation

  • EngagementInitiatives: Developing and implementing initiativesaimed at increasing employee engagement, such as recognitionprograms, feedback mechanisms, and team-buildingactivities.
  • Recognizing HighPerformance: Working with HR and management tocreate recognition programs that celebrate high-performingemployees, boosting morale andmotivation.
  • FeedbackCulture: Promoting a culture of feedback whereemployees and managers regularly communicate and addressperformance issues, growth opportunities, andsuccesses.

6.Collaboration with Leadership &HR

  • Workingwith HR: Collaborating with the HR department toensure that performance management practices are aligned withorganizational policies, reward systems, and career developmentframeworks.
  • ManagementSupport: Supporting department heads and managerswith tools, training, and advice to ensure they are equipped tomanage and improve team performanceeffectively.
  • OrganizationalChange: Assisting in managing performance duringorganizational changes, helping employees adjust and remainproductive through transitions.
Key Skills
PerformanceManagement,Performance Oversight,Performance Reports
Employment Type : Full-time
Department / Functional Area: PerformanceManagement
Experience: NotMentioned years
Gender: Male
Vacancy: 1
Joining Date: Sun, 02 Mar 2025

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