Job Purpose

Implement the Employee performance management initiatives and processes aligned to the Total Reward and Performance strategy, ensuring effective communication and timely completion of the annual performance review cycle across all functions to support achievement of HR operational excellence and cultivate a performance-driven culture.

Principal Accountabilities

Performance Management

• Support the development, implementation, monitoring and upgrade of the Employee Performance Management System across the Group thereby enabling the transparent and fair management, assessment and reward employees\xe2\x80\x99 performance.
• Identify and make the necessary adjustments so that the performance management planning cycle is fully integrated and aligned with the strategic planning cycle.
• Implement the Company Performance Scorecard framework within the Function in accordance with approved guidelines.
• Implement appropriate monitoring mechanisms to assess progress and achievement of scorecard objectives.
• Track and monitor the proper cascade and alignment of the HR Functional Performance objectives into the HR function short-, medium- and long-term objectives within the Performance Scorecard framework and established service levels.
• Identify and make the necessary adjustments to ensure the smooth alignment and cascade between the business strategy, business scorecard, employee scorecard and Total Reward for seamless implementation.
• Develop the details of the employee performance management cycle, process, timelines, scoring, and reporting to support the implementation of the Performance Management System.
• Define the system specifications and requirements of performance management.
• Support the training and smooth implementation of the Performance Management System.
• Develop the process for employee query and handling of issues during the Performance Management process.
• Support in the creation of the KPI library across the ENOC group.

Policies, Systems, Processes & Procedures

• Implement approved Section policies, processes, systems, standards and procedures in order to support execution of the Section\xe2\x80\x99s work programs in line with Company and International standards.
• Execute Performance Management process (calendar, process, tools, methodology) to ensure the process is ongoing, consistent and integrated into key business planning priorities.
• Comply with the requirements of the Integrated Enterprise Risk Management System relevant to domain risks and implement measures to mitigate all identified risks from a Department perspective.
• Design and implement new tools and techniques to improve the quality and efficiency of products, operational processes, procedures and services.
• Identify and recommend improvements in internal processes against best practices in pursuit of greater efficiency and productivity.

Relationship Management

• Develop and maintain of effective key business relationships with all relevant external/internal entities and all sections with the highest standards of business ethics, whilst promptly attending to all critical issues in-order to ensure the services required by the organization are delivered in the most effective manner.
• Work closely with Heads of Department and colleagues across the Group.
• Interact with staff across the Group on matters related to Performance Management.
• Collaborate with Consulting firms and other third-party service providers for the provision of Performance Management related tools and services.
• Network with industry peers for market information and exchange of thoughts or information on professional domain matters.

Reporting

• Provide inputs to enable the Section Manager to prepare weekly and monthly reports for the section to report progress on compliance with SLAs.
• Maintain and monitor a quarterly reporting dashboard for the HR management review, track and collect data analysis from various HR departments.

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