AGM-Performance Excellence

Location: Mumbai
Reporting to: Vice President & CHRO
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Role Purpose
To drive a high-performance culture across the organization by strengthening Performance Management Systems (PMS), Learning & Development (L&D), Talent Management, and Organization Development (OD) frameworks. The role will act as a strategic enabler to business by integrating people practices with organizational goals, enhancing employee experience, and building future-ready capabilities.
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Desired Profile
Qualification
•    Full-time MBA (HR) / MSW from a reputed institution 
•    Certification in Training & Development (ISTD, New Delhi) preferred 
•    Certifications in Psychometric Tools (e.g., Thomas PPA), OD interventions, or coaching methodologies will be an added advantage 
Experience
•    12–15 years of experience in Talent Development, Performance Management, and OD 
•    Preferably from manufacturing or multi-location organizations 
•    Strong exposure to HRBP roles, especially in Sales/Commercial functions 
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Technical Knowledge & Skills
•    Strong expertise in Learning Architecture, competency frameworks, and capability building 
•    In-depth understanding of Performance Management Systems (PMS), KRAs, KPIs, and goal alignment 
•    Experience in competency mapping and integrating competencies across HR lifecycle (hiring, development, performance) 
•    Proficiency in designing succession planning frameworks, IDPs, and leadership pipelines 
•    Hands-on experience in Organizational Development interventions and culture transformation initiatives 
•    Exposure to employee engagement tools, surveys, and analytics (e.g., engagement survey, pulse surveys, happiness index) 
•    Strong understanding of HR analytics, dashboards, and data-driven decision-making 
•    Experience in policy formulation, governance frameworks, and compliance 
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Managerial & Behavioral Skills
•    Strong stakeholder management and influencing skills 
•    Strategic thinking with execution excellence 
•    High analytical ability and problem-solving mindset 
•    Innovation-driven with strong ideation capabilities 
•    Empathetic leadership and people orientation 
•    Excellent communication and facilitation skills 
•    Ability to work across cross-functional teams and manage change 
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Key Responsibilities
1. Performance Excellence & PMS
•    Drive a robust, transparent, and business-aligned Performance Management System (PMS) 
•    Lead goal setting, KRA/KPI alignment, mid-year reviews, and annual appraisal cycles 
•    Ensure PMS governance, audit mechanisms, and process sanctity 
•    Build performance dashboards and analytics to identify trends, gaps, and improvement areas 
•    Drive performance differentiation and high-performance culture across levels 
•    Integrate PMS outcomes with rewards, succession planning, and development initiatives 
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2. Learning & Development (L&D)
•    Design and implement a comprehensive organization-wide L&D strategy aligned with business priorities 
•    Build end-to-end learning architecture including digital, blended, and experiential learning models 
•    Develop leadership development programs, functional capability building, and behavioral training interventions 
•    Drive LMS adoption and e-learning initiatives for scalable learning 
•    Establish strong training need identification (TNI) and training effectiveness measurement (ROI, impact analysis) 
•    Manage L&D budgets with focus on optimization and value creation 
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3. Talent Management & Succession Planning
•    Design and implement talent review frameworks and succession planning processes 
•    Identify HiPos and create structured Individual Development Plans (IDPs) 
•    Conduct talent audits and calibration sessions with business leaders 
•    Build career progression frameworks and internal mobility programs 
•    Strengthen leadership pipeline for critical roles 
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4. Organization Development (OD) & Culture
•    Diagnose organizational health through surveys, assessments, and stakeholder interactions 
•    Design and implement OD interventions aligned to business strategy and culture transformation 
•    Drive employee engagement initiatives including engagement surveys, pulse checks, and happiness index 
•    Analyze survey insights and implement actionable interventions to improve engagement scores 
•    Lead change management initiatives and embed desired organizational values and behaviors 
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5. Employee Engagement & Experience
•    Design and implement engagement frameworks to enhance employee satisfaction and retention 
•    Develop and track Employee Happiness Index and engagement metrics 
•    Drive initiatives for improving workplace culture, collaboration, and productivity 
•    Partner with leadership to build a positive and inclusive work environment 
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6. HRBP Role (Sales & Business Functions)
•    Act as HR Business Partner for Sales and key business functions 
•    Support manpower planning, productivity improvement, and capability building for Sales teams 
•    Align HR initiatives with business goals to drive revenue and operational efficiency 
•    Address field challenges related to performance, engagement, and retention 
•    Enable sales capability development through targeted training and interventions 
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7. Rewards, Recognition & Incentives
•    Design and drive Reward & Recognition (R&R) frameworks aligned with performance outcomes 
•    Develop sales incentive plans and performance-linked reward mechanisms 
•    Ensure fairness, transparency, and effectiveness of R&R programs 
•    Measure impact of recognition programs on engagement and performance 
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8. Policy Formulation & Governance
•    Develop, review, and implement HR policies aligned with organizational objectives and industry best practices 
•    Establish governance mechanisms to ensure policy adherence and consistency 
•    Drive simplification and digitization of HR policies and processes 
•    Continuously benchmark and upgrade policies to enhance employee experience 
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9. HR Analytics & Reporting
•    Build dashboards and MIS for performance, learning, engagement, and talent metrics 
•    Provide actionable insights to leadership through data analysis 
•    Track key HR metrics such as productivity, attrition, engagement, and training effectiveness 
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Key Deliverables / Success Metrics
•    PMS effectiveness and timely completion of appraisal cycles 
•    Improvement in employee engagement and happiness index scores 
•    Strength of leadership pipeline and succession coverage 
•    Learning effectiveness and capability enhancement metrics 
•    Attrition reduction and productivity improvement 
•    Adoption and impact of OD interventions 
•    ROI on L&D and HR initiatives