Role & responsibilities

Key Behaviours (Critical Competencies)

- Performance Orientation Focus on measurable outcomes and excellence
- Strategic Thinking & Business Acumen
- Stakeholder Influence & Managerial Courage (ability to challenge bias)
- Analytical Mindset & Data-Driven Decision Making
- Change Agility & Transformation Mindset
- Collaboration & Cross-Functional Alignment
- Integrity & Fairness Orientation (Non-Negotiable)

Knowledge/ Technical Skills (Critical Skills & Knowledge)

- Deep understanding of PMS frameworks (KRA, KPI, OKR, goal cascading)
- Strong business understanding, especially in project-driven environments
- Expertise in performance analytics, calibration, and talent insights
- Advanced MS Excel (Pivot, dashboards, formulas); Power BI/Tableau preferred
- Robust stakeholder management and facilitation skills for senior leadership
- High process orientation with attention to detail and audit readiness
- Ability to link performance outcomes to business results and OD initiatives
- Strong capability in HRMS configuration, automation, and reporting

Critical Success Factors (Role Essence)

- Ability to enforce performance differentiation (not rating inflation)
- Courage to challenge leadership bias and subjectivity
- Strong data-driven decision-making capability
- Zero compromise on fairness, transparency, and integrity
- Ability to translate PMS into measurable business impact

Key Responsibilities:

1. Operations

- Drive the end-to-end Performance Management System (PMS) cycle, including goal setting, mid-year reviews, and annual appraisals, ensuring timely completion, high-quality inputs, and alignment with business priorities.
- Develop and maintain PMS policies, processes, templates, and communication guidelines; collaborate with HODs and Project Heads to ensure effective goal cascading and robust KPI/KRA definition.
- Build managerial capability by training and enabling leaders on effective goal setting, performance feedback, and differentiation of performance.
- Monitor appraisal timelines, track completion status, facilitate calibration and normalization discussions, and support decisions related to increments, promotions, and rewards.
- Conduct in-depth HR analytics on performance data (appraisal completion, rating distribution, promotion readiness, attrition correlation) and present actionable insights and dashboards to leadership.
- Develop comparative performance analytics (multi-year trends) and provide forward-looking insights and recommendations to enhance PMS effectiveness.




- Manage probation evaluations across the organization, ensuring timely completion, implementation of Performance Improvement Plans (PIPs) where required, and consistent decision-making on confirmations or extensions.
- Manage structured performance evaluations for DETs and GETs post-training, ensuring effective feedback, assessment, and confirmation or extension decisions.
- Support Organizational Development initiatives by identifying high-potential talent, conducting competency gap analysis, and providing inputs for succession planning and leadership development.
- Prepare skill matrix for blue-collar employees to enable unbiased evaluation and support future skill development initiatives.
- Prepare and update Job Descriptions (JDs) for new and existing roles, maintain a centralized repository, and support the recruitment team by ensuring role clarity; identify key and critical roles across the organization.
- Lead role mapping exercises (periodically and as required), ensuring alignment between JDs, KPIs, and competencies, and bridging gaps to enhance role clarity and performance measurement accuracy.
- Define and integrate technical, behavioral, and leadership competencies into KPIs, ensuring alignment with organizational values and role expectations.
- Analyze appraisal outcomes to identify training needs, collaborate with L&D; to design annual training calendars, and strengthen managerial effectiveness through PMS-focused coaching interventions.
- Ensure strong linkage of PMS outcomes with rewards and talent decisions, including compensation, variable pay, promotions, and succession planning.
- Design and implement promotion-based assessment frameworks for critical roles, supported by benchmarking and data-driven insights.
- Identify key and critical roles across departments through performance analysis, business impact assessment, and stakeholder consultation to support focused talent development and succession planning.
- Drive continuous improvement and transformation initiatives by identifying gaps in PMS effectiveness and benchmarking practices against industry standards.
- Design, implement, and manage the Performance Grievance Redressal Mechanism,



including leading review committees to ensure fairness, transparency, and timely resolution.
- Administer HRMS-based PMS modules, ensuring data accuracy, system adoption, reporting efficiency, and continuous process enhancement through digital enablement.
- Drive performance-based recognition initiatives, including Best Performance Awards and Value Engineering Awards, to reinforce a culture of meritocracy and excellence.
- Conduct PMS roadshows, awareness sessions, and training programs for managers and employees; gather feedback through surveys to continuously improve PMS processes and systems.
- Prepare and maintain organizational structures, reporting relationship matrix, and span of control frameworks; recommend organization restructuring based on business needs and performance insights.
- Act as custodian of all PMS-related documentation, including appraisals, probation records, JDs, and disciplinary records, ensuring confidentiality, compliance, and audit readiness.

2. People

- Lead, mentor, and develop PMS team members, ensuring continuous capability enhancement and performance improvement through structured feedback and appraisals.
- Allocate PMS cycle responsibilities based on individual strengths, and monitor team performance through defined KPIs to ensure efficiency and accountability.
- Build team capability in HRMS, performance analytics, and facilitation skills to enhance overall effectiveness and delivery quality.
- Identify performance gaps within the team and provide coaching support, including implementation of Performance Improvement Plans (PIPs) where required.
- Foster strong collaboration across HR functions and represent the PMS team in cross-functional discussions and organizational forums.

3. Processes

- Drive operational excellence initiatives to optimize PMS processes through automation, digital enablement, and reduction in cycle time, enhancing overall efficiency and scalability.
- Benchmark PMS practices against industry standards and emerging trends, and recommend continuous improvements to strengthen a high-performance and differentiated performance culture.

4. Others

- Prepare the HR budget by collecting, consolidating, and analyzing workforce requirements and related data from various departments to support effective workforce planning and cost management.
- Support employee engagement initiatives and organizational communication efforts to enhance employee experience, alignment, and overall engagement across the organization.

📌 Manager - Performance Management System (Hyderabad)
🏢 Aparna Constructions & Estates
📍 Hyderabad