PMS- HR Manager

Job Summary:

We are seeking a dynamic and experienced HR Manager to lead and enhance our Performance Management System (PMS) processes. The ideal candidate will have a proven track record of successfully implementing and managing PMS frameworks, combined with solid exposure to recruitment in a fast-paced environment.

PMS HR Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures.

Key Responsibilities:

Performance Management
• Design, implement, and manage end-to-end PMS processes tailored for a real estate organization.• Drive adoption and effective usage of PMS tools/software across the company.• Facilitate goal setting, mid-year, and annual reviews, ensuring alignment with business objectives.• Train managers and employees on PMS best practices, feedback mechanisms, and performance conversations.• Analyse PMS data to provide insights for talent development, succession planning, and rewards e.g. employee of the quarter.• Continuously review and improve PMS policies in line with industry standards and organisational goals.

Core Responsibilities:

1. Organizational Development Strategy:

Develop and implement OD strategies that align with the organization's goals and objectives.

Work with leadership to identify areas for improvement in organizational processes, structure, and workforce capabilities.

Foster a positive and engaging workplace culture that supports growth and development.

2. Performance Management:

Design and manage performance management processes to ensure continuous employee feedback and development. Collaborate with managers to set performance goals and provide guidance on employee evaluations.

Monitor and enhance employee productivity and engagement.

3. Leadership Development:

Design and facilitate leadership development programs aimed at equipping managers with the skills needed to lead teams effectively.

Identify high-potential employees for future leadership roles and develop tailored growth plans for them.

4. Collaboration with Stakeholders:

Work closely with business leaders, department heads, and HR teams to align OD initiatives with business needs. Act as a consultant to different departments regarding team dynamics, organizational issues, and employee development.

5. HR Expertise:

Deep understanding of HR functions, including talent management, performance management, and employee development.