Role Overview The Performance Analyst is responsible for the endtoend operational delivery of global performance management cycles for the client, acting as the frontend operational owner for planning, coordination, and execution across all regions and employee populations.

Operating within a managed service, casebased environment, the role ensures that performance cycles (goal setting, midyear, yearend) are delivered on time, consistently, and in line with global policy and system requirements.

The Performance

Analyst works in close alignment with the Global Process Owner (GPO) and client stakeholders, translating global Performance strategy and policy into clear operational plans The role is the primary operational interface for performancerelated queries, escalations, and execution risks, coordinating across HR, Rewards, Workforce Analytics, HR Technology, Communications, and service delivery teams.

Key Responsibilities

EndtoEnd Performance Cycle Delivery

- Lead the endtoend delivery of global performance management cycles, acting as the operational owner for planning, coordination, and execution.
- Execute day to day operational activities to support performance timelines, readiness checkpoints, and completion targets.
- Own and maintain the performance cycle plan, including milestones, dependencies, risks, and mitigation actions.
- Ensure all readiness activities are completed ahead of cycle launches, including communications, system readiness, and operational alignment.
- Support performance sampling activities to confirm adherence to process standards.

Project & Delivery Management

- Manage project delivery of performance cycles, including goal setting, midyear, and yearend processes.
- Track and manage dependencies across HR, Rewards, Workforce Analytics, HRIT, Internal Communications, and delivery teams.
- Monitor cycle progress against agreed milestones and KPIs, proactively highlighting risks or delays.
- Manage cyclelevel issues, exceptions, and operational decision points, escalating where required.

Reporting & Insight Generation

- Produce standard and adhoc performance reports for: leadership, Rewards teams,



Workforce Analytics, Performance and Talent stakeholders
- Track progress against agreed KPIs and readiness indicators during active performance cycles.
- Identify and highlight execution risks and patterns, such as: Low completion rates, Poor goal quality, Rating anomalies or inconsistencies

Calibration & Moderation Support

- Support calibration and moderation processes by:
- Preparing accurate and timely data packs
- Validating employee populations, ratings, and eligibility
- Supporting reconciliation between systems and datasets
- Ensure data used in calibration forums is complete, consistent, and auditready.

Communications & Campaign Coordination

- Coordinate performancerelated campaigns with Internal Communications
- Ensure performance communications align with cycle milestones and system availability.

HR Technology & System Readiness

- Coordinate Workday readiness activities for performance cycles, including:
- Configuration signoff
- Testing coordination (UAT / regression)
- Golive readiness checks
- Act as the operational liaison between HRIT, the GPO, and delivery teams for systemrelated topics.
- Support resolution of systemrelated issues impacting live cycles.

Case Management & Operational Support

- Act as the primary operational escalation point for complex performancerelated cases and issues.
- Manage and coordinate resolution of:
- Process exceptions
- Data issues
- System constraints
- Countryspecific operational challenges
- Ensure clear documentation, tracking, and closure of performancerelated cases.

Continuous Improvement & Cycle Retrospectives

- Track cycle health, execution quality, and adherence to standards using agreed KPIs.
- Lead postcycle retrospectives,



documenting lessons learned, improvement opportunities, and execution risks.
- Support the GPO in translating cycle insights into targeted improvement actions.
- Contribute to continuous improvement of performance execution playbooks and operational guidance.

Stakeholder Collaboration

- Work in close alignment with the Global Process Owner and client Performance stakeholders.
- Coordinate closely with Rewards, Workforce Analytics, Communications, HRIT, and service delivery teams.
- Provide explicit status reporting, issue summaries, and execution updates to stakeholders.

Skills & Qualifications

- 56 years of relevant experience in HR Operations, Performance Management, HR Transformation, or HR Service Delivery roles.
- Handson experience supporting or delivering global performance management cycles in a complex, multicountry environment.
- Experience working in a managed services, shared services, or casebased HR delivery model.
- Exposure to HR transformation or transition programmes is an advantage.
- Solid understanding of performance management processes, including goal setting, reviews, calibration, and yearend cycles.
- Experience working with HR systems, ideally Workday Performance Management, or similar platforms.
- Strong delivery and coordination skills, with the ability to manage multiple dependencies and stakeholders.
- Ability to translate policy and process design into practical execution guidance.
- Comfortable working with KPIs, dashboards, and status reporting to monitor execution.
- Structured problemsolver, able to navigate exceptions, escalations, and operational decision points and timelines.
- Clear and confident communicator, able to explain processes and requirements clearly to diverse audiences.
- Strong stakeholder management skills, with experience working across HR, technology, and service delivery teams.
- Able to operate effectively in a matrixed, fastpaced environment with competing priorities.
- Comfortable taking ownership, while escalating appropriately and working under guidance from senior roles.

📌 Performance Analyst (Mumbai)
🏢 Capgemini
📍 Mumbai