Performance Management

Role & responsibilities

• Performance Strategy & Design

• Design and evolve the organizations performance management framework to foster clarity, fairness, and motivation.
• Ensure alignment of performance goals and success metrics with NuSummits business strategy and values.

• Goal Setting & Alignment

• Partner with business and HRBP teams to cascade company goals into clear, measurable, and meaningful individual and team objectives.
• Drive OKR and KPI based goal alignment processes that connect everyday work to organizational outcomes.

• Career Framework & Progression

• Design and institutionalize career frameworks across functions, outlining growth pathways, competency requirements, and progression standards.
• Define clear promotion criteria and processes, ensuring consistency and transparency in internal mobility decisions.
• Partner with business and HR leaders to conduct promotion and career calibration discussions.
• Provide guidance to managers and employees on career conversations, development plans, and lateral growth opportunities.

• Performance Enablement & Capability building

• Equip managers and leaders to drive meaningful performance and development conversations.
• Build capability through workshops, toolkits, and learning sessions on feedback, coaching, and goal setting.
• Integrate performance insights with talent reviews, succession planning, and learning programs.

• Review, Feedback & Insights

• Manage end-to-end performance cycles starting from goal setting, mid-year and annual reviews, calibration, and development planning.
• Utilize analytics to identify performance trends and recommend interventions.
• Ensure feedback loops are timely, developmental, and future-focused.

• Recognition & Rewards Integration

• Collaborate with C&B and HRBP teams to ensure performance results inform recognition, rewards, and career growth decisions.

• Continuous Improvement

• Analyse performance data to identify trends, insights, and opportunities for talent development.
• Introduce digital tools and best practices that enhance the employee experience and simplify the process.

Preferred candidate profile

• Postgraduate degree in Human Resources
• 8–10 years of progressive HR experience, with strong exposure to performance management and career framework designing
• Proven success in building or reimagining performance and career frameworks in fast-growing organizations.