Performance Management Lead

7 نوفمبر، 2022

0 0 4 دقائق

Job Description

JOB DESCRIPTION
Role: Performance Management Lead
Location: Abu Dhabi
Role Purpose:
Under the overall direction of the Head of Performance and Rewards, develop, and manage the implementation of a Performance Management framework and respective policies and procedures, in line with the Bank's strategy, working with and through the various stakeholders in order to ensure that ADIB employees are appropriately motivated, recognised and rewarded for the contribution they make to the Bank
Key Accountabilities of the role:
Strategy Contribution and Implementation

Contribute to the development and communication of the strategic vision, scope, priorities, processes, systems and tools of the performance management framework.
Work in liaison with key stakeholders to establish and support the link between strategic business objectives and people's day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.

Performance Management framework

Design, implement and monitor Performance Management to enable employees and teams understanding of the goals of the Bank and to identify how individual and team outputs contribute to the achievement of the Bank's objectives specifically through managing the performance cycle to ensure cross-groups alignment and intra-groups cascading of business goals and Key Performance Indicators (KPIs) across the Bank.
Oversee the implementation of key performance measures, contribute to the formulation of core competencies and core values into the performance appraisal system.

Engaging Stakeholders

Ensure targeted communication of the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
Facilitate the approval by Senior Management of the corporate guidelines and standards for performance management to be communicated from time to time to staff members and managers.
Keep the Senior Management of the Bank informed on critical issues concerning the implementation of the performance management process make recommendations to Senior Management on key decisions points regarding this process and seek for guidance from Senior Management on critical issues.

Policies, processed and Procedures

Drive bank-wide processes for sharing best practice, tools/materials and on-going communication activities for performance improvement. In line with this, establish and disseminate guidelines and manuals which will serve as reference documents on staff performance management for appraises as well as appraisers.

Continues Improvement

Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.
Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Bank's operational and program efficiencies and effectiveness and ultimately evaluating the impact that these initiatives have on organizational performance.

Data Analytics and Systems

Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
Work with Human Resources Information System team and Technology division to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities
Collaborate and advise on the design of Human Resources Information System infrastructure required to support a Bank-wide performance system ensuring that needed data is collected on a timely basis, regular reports on progress are distributed and recommendations are made for future improvements, based on the data.
In liaison with the Human Resources Business Partners, support the development and implementation of monitoring systems for group or departmental performance indicators and standards, including ensuring data quality and compliance with internal and external performance measurement requirements.

Link to Rewards

In liaison with the Rewards team, contribute to the design, implementation and management of effective Recognition Programs to reward staff contributions.
Coordinate with the Human Resources Business Partners for the implementation by the Human Resources Management Group and managers of consequences related to performance evaluation results, e.g. performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc.

Link to Learning and Development

In liaison with the Learning and Development team contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management and mobility programs.
Contribute to the design formulation of organization-wide performance training for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Bank.

Specialist Skills / Technical Knowledge, Technical Competencies Required for this role:

Hold at least a post graduate degree or its equivalent, in Human Resources Management, Organisational Development, Social Sciences, Business Administration, or related discipline.
Additional professional qualification/certification in Human Resources Management, or in performance management is advantageous.
Familiarity with HRIS tools that support Performance Management processes/activities Management of 360-degree feedback processes in a multi-cultural, complex business environment.
Strong Communication skills. Ability to communicate effectively (written and oral) in English, ideally with a good working knowledge of Arabic language.
Problem solving.
Client orientation.
Team working and relations building.
Innovation and creativity.
Knowledge and understanding of people management theories/ principles and ability to coach others around best practices.
Ability to plan, organise, coordinate, multitask and prioritise under pressure with minimal supervision.
Client and results oriented individual holding a can-do attitude.
Marked ability to influence policy development and relate work to wider operational needs of the business.
Competence in the use of standard Microsoft Office Suite applications experience of HRIS tools and reporting tools (PowerBI) will be a plus.

Previous experience:

Minimum of eight to ten (8-10) years of relevant experience in Human Resources, especially in Staff Performance management processes and tools, or other related Human Resources field.
Banking sector experience will be an added advantage
Experience in leading performance improvement programs.