Program Design & Strategy
• Lead the design and evolution of the company’s performance management framework, including goal setting (OKRs/KPIs), regular feedback, and review cycles.
• Translate business and cultural needs into scalable performance strategies that promote clarity, accountability, and growth.
• Continuously benchmark external best practices to modernize performance philosophies and maintain competitiveness.

Program Management & Execution

• Own the end-to-end management principles of performance cycles:

• Probation Review
• Quarterly Check-Ins
• Annual reviews including Feedback and self-evaluation / manager evaluation flowsand
• Calibration processes
• Rating normalization

• Partner with HRIS and tech teams to ensure tools (e.g., Workday) support seamless and user-friendly performance experiences.
• Manage communications, change management, and training materials to ensure consistent understanding and adoption across the business.

Performance Enablement & Capability Building
• Equip managers and employees with the mindset and skills to give and receive effective feedback, set clear goals, and engage in coaching conversations.
• Deliver or coordinate training sessions, toolkits, and resources that support performance enablement across the organization.
• Partner with Learning & Development on interventions for underperformance, leadership growth, and team effectiveness.

Compliance & Risk Management
• Ensure performance processes adhere to fairness, legal compliance, and internal policy standards.
• Provide HRBPs and leaders with guidance on handling performance challenges, underperformance cases, and sensitive review outcomes.
• Track and mitigate risks associated with poor documentation, bias, or inconsistent application of process.

Data Analytics & Insights
• Monitor performance data and generate actionable insights on ratings distribution, top talent identification, performance gaps, and organizational health.
• Partner with People Analytics to define performance KPIs and dashboards for HR and executive leadership.
• Use data to refine processes, drive equity, and identify opportunities for continuous improvement.

Cross-functional Collaboration
• Partner with HRBPs, Total Rewards, Talent Acquisition, and Employee Relations to ensure alignment between performance outcomes and downstream actions (e.g., promotions, compensation, PIPs).
• Lead cross-functional working groups as needed to evolve performance programs.