Assistant Manager HR – Performance Management

Summary:

tapmad is looking for an Assistant Manager HR – Performance Management to own the design, execution, and continuous improvement of our performance management ecosystem. This role sits at the intersection of process, data, and people — driving fair and consistent appraisal cycles, embedding KPI/OKR frameworks across departments, turning performance data into actionable insight for leadership, and supporting managers through performance improvement processes. 

Responsibilities:

Performance Appraisal Cycles:

• Plan, communicate, and administer end-to-end performance appraisal cycles (goal-setting, mid-year check-ins, annual reviews) across all departments.
• Maintain the appraisal calendar and ensure timely completion by employees, managers, and department heads.
• Facilitate calibration sessions to ensure rating consistency and fairness across teams.
• Train and support managers and employees on the performance management process, tools, and standards.

KPI / OKR Frameworks:

• Design, roll out, and continuously refine KPI/OKR frameworks in collaboration with department heads.
• Cascade organizational objectives into measurable team and individual goals.
• Track goal completion and progress throughout the cycle, flagging misalignment early.

HR Analytics & Reporting:

• Build and maintain dashboards and reports on performance trends, ratings distribution, and goal achievement for leadership.
• Analyze performance data to identify patterns, risks, and opportunities (e.g., attrition linked to low performance, high-potential talent).
• Partner with HRIS/systems teams to ensure performance data is accurate, well-structured, and audit-ready.
• Present performance insights and recommendations to senior management on a regular basis.

Benchmarking:

• Conduct market and industry benchmarking of performance management practices, KPI/OKR structures, and appraisal frameworks against comparable organizations.
• Benchmark performance ratings distribution and goal-achievement trends against industry norms to identify gaps and improvement areas.
• Partner with Compensation & Benefits on benchmarking performance-linked pay, bonuses, and incentive structures against market data.
• Present benchmarking findings and recommendations to HR leadership to inform policy and process updates.

Performance Improvement Plans (PIPs):

• Guide managers in identifying underperformance and initiating formal Performance Improvement Plans in line with company policy.
• Draft PIP documentation, set measurable milestones, and monitor progress through structured check-ins.
• Advise on next steps (extension, closure, or escalation) based on PIP outcomes, in coordination with HR leadership and Legal where required.
• Coach managers on delivering constructive, well-documented performance feedback.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree or HR certification is a plus).
• 3–5 years of progressive HR experience, with a strong focus on performance management.
• Hands-on experience designing or administering KPI/OKR frameworks and appraisal cycles.
• Experience conducting market/industry benchmarking studies (performance practices, ratings distribution, and/or performance-linked pay).
• Strong analytical skills with proficiency in Excel/Google Sheets; experience with HRIS or performance management software is preferred.