Position Title
Assistant Manager, Performance Management
Report To
Manager, Performance Management
Position Summary
Responsible to design, develop, implement, monitor and measure performance at MAG. Also, to advise Top Management on the policies and procedures necessary to advance individual performance in alignment with MAG LTBP 2.0.
Key Accountability
- Plan and implement a comprehensive performance management strategy across all Profit Centres (PC) to align with business objectives and growth.
- Plan and execute all the milestones in the performance management cycle.
- Benchmark locally, regionally, and globally on the best practices in performance management and update the processes and policies accordingly.
- Provide support in developing strategic and operational leadership in the design, development, implementation and communication of Performance Management Framework.
- Oversee and manages all activities related to the performance management cycle and manages all communication, sensitization and monitoring of the process to ensure its effectiveness and relevance to the business.
- Establish and maintain linkages between the Performance Management unit and other HR department functions to ensure uniformity in the application of policies and procedures.
- 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 organisational performance.
- Prepare and present reports detailing the status of Performance Management to BU so that informed decision may be taken on behalf of HR department.
- Develop and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management unit.
- Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improve MAG operational and program efficiencies and effectiveness.
Qualification & Working Experience
- Bachelor’s in Human Resource Management or Business Management or related field
- Professional certification in HR (e.g., SHRM, CIPD, or equivalent) is an advantage.
- A minimum of 5 years’ specialist experience in Performance Management;
- 1 - 3 years’ experience in Management/supervisory/leadership position.
Areas of Experience
Requires a broad and comprehensive understanding of the concepts and principles in Performance Management discipline. The requirement for a broader knowledge implies the need to understand other concepts and principles in context in order to improve organisational effectiveness.
Personality Traits
- Able to bring Credibility to the function through leadership skills as well as project the highest levels of Integrity.
- Able to build good relationships and engage with BODs, C-suite, Business Unit leaders, Management and stakeholders, to drive Rewards & Performance strategies.
- Strong analytical and technical skills to interpret voluminous data and variables. Ability to develop innovative solutions to complex inter-linked problems.
- Mature and able to manage multiple tasks effectively and efficiently, work under pressure and meet tight deadlines.
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