Performance Management Specialist

Hamad Bin Khalifa University

Job Role Description

• 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's Office to collect the completed 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 the management decision-makers 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, 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 in addressing performance-related challenges and fostering open communication about 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 the supervisor.