Associate Director – Performance Enablement

Associate Director – Performance Enablement

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s degree preferred).
• 7+ years of experience in performance management, talent development, or HR strategy.
• Possesses a deep understanding of performance management methodologies, employee engagement, and feedback mechanisms, with prior experience in designing and driving innovation in performance management approaches.
• Strong experience building relationships, leading strategic initiatives, and collaborating across diverse business backgrounds and cultures.
• Demonstrates excellent communication, storytelling, and interpersonal skills with various internal and external stakeholders to engage and influence at all levels.
• Effective critical thinking, data analysis, problem-solving, and decision-making skills while continuously seeking opportunities for process improvement, challenging the status quo, and thinking outside the box.
• Pursues tasks with a sense of urgency. Shows accountability by taking ownership of responsibilities and completing them with the highest quality on time.
• Agile and resourceful individual with a track record of delivering results through speed, innovation, and simplification of complex processes.

Responsibilities

• Lead the development and execution of a comprehensive strategic performance management framework system that aligns with company goals, values, and culture.
• Establish clear performance metrics and assessment criteria for employees across different levels.
• Manage and enhance performance experience, including annual reviews, mid-year check-ins, and real-time feedback strategies.
• Partner cross-functionally to equip and provide guidance and coaching to managers on effective performance conversations, contribution-setting techniques, and employee development.
• Oversee the implementation and optimization of performance management tools, partnering with Operations and IT to leverage technology for automation and enhanced data analytics.
• Analyze performance trends and generate insights to improve productivity, engagement, and talent retention.
• Build and maintain strong relationships with stakeholders while collaborating with cross-functional teams to integrate performance management with key People/HR programs, such as total rewards, talent management, succession planning, and learning and development, to drive alignment and effectiveness.
• Develop and deliver workshops and resources to educate managers and employees on performance management concepts, tools, and processes.
• Stay abreast of industry trends, best practices, and changes related to performance and talent, and recommend innovative approaches to enhance the experiences.
• Utilize people science, research, and insights to inform decision-making, measure the impact, and continuously improve people processes and practices to drive effectiveness aligned with business strategy and objectives.

Preferred Qualifications

No preferred qualifications provided.