Performance Management Administration PIP

Role & responsibilities

Performance Improvement Plan (PIP) Management

• Manage end-to-end PIP operations from initiation to closure.
• Ensure PIP documentation, timelines, and action plans are

accurately tracked.

• Coordinate with reporting managers to monitor progress and update

records.

• Facilitate regular review meetings between managers and

employees on PIP.

• Maintain confidentiality and ensure compliance with internal

policies.

HR Operations & Documentation

• Maintain updated PIP trackers, MIS reports, and dashboards.
• Prepare monthly and quarterly reports on PIP movement and

outcomes.

• Ensure proper documentation for audits and compliance

requirements.

• Support HR policies, SOPs, and workflow enhancements related to

PIP.

3. Stakeholder Coordination

• Work closely with Talent Management, HRBP teams, and business

leaders.

• Ensure consistent communication and guidance to managers on PIP

processes.

• Provide employee support and ensure they understand the

improvement plan.

4. Compliance & Governance

• Ensure PIP execution adheres to company policies and legal

guidelines.

• Maintain high levels of data accuracy and confidentiality.
• Identify policy gaps and suggest improvements in the PIP

framework.

5. Employee Support & Engagement

• Provide clarity and counseling support to employees during the PIP

period.

• Guide employees on expectations, progress targets, and

improvement areas.

• Collaborate with Learning & Development for skill-building support.

Additional

Responsibilities

Contribute to talent management initiatives and HR operational

projects.

• Support digital HR tools and automation initiatives for PIP tracking.
• Assist in any other tasks assigned by the Head Talent

Management.

Preferred candidate profile

Qualifications

1. Bachelors or Master’s degree in HR, Business Administration, or

related field.

Experience

2. Proven , 2–5 years of experience in HR Operations / Talent

Management / HRBP.years in managerial

Functional Competencies

1. Strong understanding of HR policies and performance processes

2. Excellent communication and interpersonal skills

3. Ability to handle sensitive employee matters with confidentiality.

4. Strong MIS, Excel, and reporting skills.

5. Detail-oriented and highly organised.

6. Good coordination and stakeholder management abilities.

Behavioral Competencies

1. Integrity & Confidentiality:

2. Empathy & Employee-Centric Approach:

3. Stakeholder Management:

4. Analytical Thinking:

5. Problem-Solving Orientation:

6. Accountability & Ownership:

7. Time Management & Prioritization: