Job Purpose:

To implement and facilitate employee performance management and development activities

Key Result Areas:

• Support the implementation and execution of the annual performance management cycle, including goal setting, mid-year reviews, year-end appraisals, and calibration sessions to ensure consistency and fairness
• Coordinate and track the timely completion of probationary appraisals for new hires, ensuring managers assess employee performance, development needs, and suitability for confirmation
• Ensure employees understand and comply with performance management processes, systems, and procedures through effective communication, guidance, and awareness sessions
• Monitor, validate, and track the timely completion of performance appraisals and objective-setting activities across the organization, ensuring adherence to defined timelines and standards
• Review performance appraisal reports to ensure the accuracy, consistency, and fairness of ratings and comments, including verifying data quality and alignment with the competency framework
• Work closely with the Provost Office to collect complete Annual Faculty Performance Evaluation Reports at the end of the Academic Year
• Collect, analyze, and interpret performance data to identify trends, insights, and improvement opportunities, and recommend actions accordingly
• Prepare reports for management decision-making related to Performance Management activities, outcomes, and trends
• Conduct employee satisfaction surveys related to performance management processes and develop follow-up action plans based on feedback to drive continuous improvement
• Review and improve performance management policies, procedures, guidelines, and tools to enhance efficiency, and compliance, and alignment with organizational objectives and PM governance standards
• Collaborate with IT and HRIS teams to automate and update performance management systems, including probationary and PIP modules, and ensure data accuracy and system integrity
• Maintain and regularly update performance management policies, guidelines, forms, and templates to ensure clarity, alignment, and reflect process enhancements
• Identify training and development needs emerging from the annual appraisal cycle and collaborate with the Talent Development team to design and deliver targeted training programs and annual training calendars
• Communicate the Competency framework to employees and address any issues or questions regarding its application and relevance to performance expectations
• Coordinate with EDSM teams to implement approved salary revisions, bonuses, and other reward initiatives resulting from performance outcomes, ensuring alignment with applicable policies
• Support HR focal points and business unit leaders to address performance-related challenges and foster open communication regarding performance expectations
• Facilitate and monitor Performance Improvement Plans (PIPs) for employees identified for performance support, ensuring objectives are clear, measurable, and time bound,
• Track and monitor progress on Performance Improvement Plans (PIPs), provide guidance to managers, and submit timely outcome reports to EDSM, highlighting risks, progress status, and actionable recommendations for further decision-making
• Act as a trusted advisor to employees and managers on performance management policies, standards, best practices, and system usage
• Other reasonable tasks as assigned by supervisor

Minimum Knowledge, Skills & Experience:

• Bachelor’s degree in human resources, Business Administration or a relevant field
• 2-5 years of relevant full-time work experience, preferably in higher education
• Strong understanding of performance management frameworks, including goal-setting methodologies, KPIs, and competency-based assessment
• Hands-on experience with performance management systems and HR databases
• Good knowledge of HR policies and procedures, particularly related to performance evaluation cycles and employee development
• Excellent analytical and problem-solving skills, with the ability to interpret statistical data, analyze performance reports, identify patterns and trends, and highlight opportunities for improvement
• Strong communication and interpersonal skills, including the ability to guide and support managers throughout the performance cycle
• HR Certified Training (CIPD) or similar is preferred
• Excellent writing skills with the ability to draft and edit a variety of written reports and communications and to articulate ideas clearly and concisely (Both Written and verbally); Arabic proficiency is an advantage
• Proficiency in MS Office applications, and ERP systems