Human Resource Manager (PMS Lead)

Head Performance Management System (PMS)

Department

Human Resources / People & Culture

Role Purpose

Lead the design, implementation, governance, and continuous improvement of the organization’s Performance Management System to ensure alignment between business strategy, organizational goals, team objectives, and individual performance.

The role will own the end-to-end performance management framework, including goal setting, KRAs/KPIs, performance reviews, calibration, performance ratings, performance improvement plans, and linkage of performance outcomes with rewards, talent management, learning, and career development.

Key Responsibilities

• Develop and drive the organization-wide Performance Management Strategy and framework aligned with business objectives.
• Design and continuously improve the PMS cycle, including goal setting, mid-year reviews, year-end assessments, calibration, and feedback mechanisms.
• Establish appropriate KPIs, KRAs, competencies, and performance standards across functions and levels.
• Partner with business leaders and HRBPs to cascade organizational goals into functional, team, and individual objectives.
• Ensure effective goal alignment and KPI quality, avoiding duplication, ambiguity, or poorly measurable objectives.
• Own the performance appraisal and rating methodology, ensuring consistency, transparency, and fairness.
• Lead organization-wide performance calibration exercises and provide insights to senior leadership.
• Develop guidelines and governance mechanisms to ensure consistent application of PMS policies across business units.
• Drive adoption of continuous performance management, including regular check-ins, coaching, feedback, and development conversations.
• Identify high performers, critical talent, underperformers, and performance trends through PMS data.
• Design and manage Performance Improvement Plans (PIPs) in partnership with HRBPs and business leaders.
• Integrate PMS outcomes with compensation, increments, bonuses, promotions, succession planning, talent reviews, and career development.
• Work closely with Learning & Development teams to identify capability gaps arising from performance reviews and create targeted interventions.
• Own PMS technology/system implementation, enhancement, and governance, including HRMS/PMS platforms.
• Use people analytics and performance dashboards to provide actionable insights to leadership.
• Track completion, quality, and effectiveness of performance cycles and ensure timely closure.
• Build manager capability through training on goal setting, feedback, performance conversations, ratings, and difficult performance discussions.
• Benchmark the organization's PMS practices against industry and emerging best practices.
• Ensure PMS processes comply with organizational policies and applicable employment regulations.
• Lead change management and communication initiatives to drive employee and manager adoption.

Continuously evaluate the effectiveness of the PMS through employee feedback, business outcomes, and analytics.