Performance Management Partner

KEY RESPONSIBILITIES

You will:

• Own and deliver the end-to-end performance management lifecycle, including OKRs, Mid-Year Review (MYR), and End-of-Year (EOY) cycles, ensuring timely execution and high-quality outcomes.
• Design, configure, test, and maintain performance management processes within the HR system, including system build, user acceptance testing (UAT), fixes, and enhancements.
• Lead cycle delivery governance, ensuring all performance processes launch, run, and close on schedule with minimal disruption and strong adoption.
• Develop and execute the communications strategy for all performance cycles, tailoring messaging for ELT, People Managers, and colleagues, and managing timelines, expectations, and escalation points.
• Create, maintain, and continuously improve performance management guidance materials, including toolkits, FAQs, and manager enablement resources to ensure consistent application of the process.
• Act as a key partner to People Business Partners (BPs) to align on performance approach, cycle execution, escalation management, and consistency of application across the organisation.
• Liaise with Talent Development teams to ensure performance outcomes are translated into actionable development interventions, learning solutions, and capability-building initiatives.
• Define and support the calibration approach in collaboration with ADS and Business Partners, ensuring fairness, consistency, and defensibility of outcomes across the organisation.
• Produce ExCo-level calibration materials, including data packs, dashboards, and presentation decks, and support senior leadership through calibration forums and decision-making sessions.
• Own performance reporting and analytics, including OKR coverage, review completion rates, rating distributions, participation levels, and identification of key risks or data quality issues.
• Provide clear, actionable insights and recommendations to senior stakeholders and ExCo to support decision-making and continuous improvement of the performance process.
• Manage programme delivery for all performance cycles, including tracking milestones, risks, dependencies, and issues, and ensuring early escalation with clear mitigation options.
• Act as day-to-day delivery lead for performance management programmes and maintain effective governance with the assigned project sponsor.

SKILLS AND QUALIFICATIONS

• Proven experience delivering end-to-end performance management or equivalent HR cycle processes in a complex organisation.
• Strong programme and operational management capability, with experience managing systems, timelines, dependencies, and multi-stakeholder delivery.
• Experience working with HR systems (e.g., performance management or HRIS platforms), including configuration, testing, and process optimisation.
• Strong stakeholder management skills with confidence engaging and influencing senior leaders, including ELT and ExCo-level audiences.
• Experience preparing executive-level reporting, dashboards, and presentation materials with strong attention to data quality and clarity.
• Ability to translate complex processes into simple, practical guidance and user-friendly materials for managers and employees.
• Strong analytical capability, with experience interpreting performance data, identifying trends, and producing actionable insights.
• Experience working closely with People Business Partners, Talent Development, and Reward or similar HR functions.
• Familiarity with calibration processes, governance frameworks, and performance rating methodologies is highly desirable.
• Excellent attention to detail, strong follow-through, and ability to manage multiple priorities in a fast-paced environment.
• Strong written and verbal communication skills, particularly in simplifying complex concepts for broad audiences.

Work Schedule: Mid Shift, though there may be occasional flexibility required to accommodate meetings with stakeholders in the US or Australia.

Work Setup: Hybrid setup, with 2–3 days onsite