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To lead Performance Management at the global level, driving the regional and local implementation of the Global Performance Management principles, process and tools to ensure continuous improvement and to drive a culture of performance that supports the achievement of business objectives.



  • Develops and agrees the strategic vision, framework, and scope of the performance management process.
  • Manages and coordinates organization-wide efforts to ensure that performance management supports the achievement of business objectives.
  • Responsible for successfully implementing, tracking and continuously improving global performance management processes and policies, including metrics to ensure a consistently high performing workforce.
  • Ensures that performance management is achieving it purpose: translating strategy into objectives, driving culture and behaviours, facilitating processes for people management.
  • Shapes the future strategy of performance management by identifying leading edge external trends and innovations and makes recommendations to improve/refresh the performance management framework and process.
  • Leads the global business transformation and change management to continuous performance.
  • Acts as an expert advisor and thought leader providing guidance and support to global, regional and local teams.
  • Leads the design of the information technology requirements required to support an effective performance management system.
  • Ensures that the technology available for performance management is aligned with the philosophy and process, also providing an excellent employee experience.
  • Works with Global Executive Compensation to ensure the Senior Manager’s rewards processes are completed in time.
  • Designs capability building resources on performance management to support OpCo deployment



  • Performance Management Strategy and framework reflecting a refreshed approach.
  • Global view of business, team and individual performance.
  • Global view of leadership expectations across the business (individual How).
  • Implementation and anchoring of performance management practices.
  • Performance management capability built and sustained.
  • Data points required for Rewards processes.
  • ET Calibration.
  • System improvements to enable the performance processes.
  • Dashboards and talent reporting tools.



  • Renewed global performance management strategy and transformation to Continuous performance / feedback and any other leading edge practices.
  • Performance management way playbook.
  • Successful PM extension in collaboration with EMPOWER.



  • Education: Master’s in HR or Psychology is ideal (either  Occupational / Industrial / Organisational, or Research Psychology).
  • Solid performance management and talent management experience (8 - 10 years) gained in either a large blue chip  multi-national and/or in a consulting capacity.
  • Solid experience in project management and change management
  • Experience in working at head office and matrix organisations in a decentralised business model.
  • Ideally time spent in a business partnering or CoE role in a matrix environment.



  • Able to conceptualise future business and talent needs based on macro environmental data and internal talent data, and synthesise into a strategic plan.
  • Comfortable in operating in a matrix environment – able to influence senior stakeholders across boundaries, from a position of personal influence and persuasion.
  • Commercial orientation – able to derive talent priorities from broader business objectives.
  • Able to lead and drive change management initiatives with global scope
  • Analytical mindset – able to extract insights from data.
  • Digitally savvy.
  • Brings external best practices.



Job Segment: Performance Management, Manager, Management Consulting, Consulting, Change Management, Human Resources, Management, Technology

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