– MANAGER / SENIOR MANAGER – PERFORMANCE & TALENT MANAGEMENT

Location: Mumbai

Department: Human Resources

Reporting To: Chief Human Resources Officer (CHRO) / Head of Human Resources

1. Role Overview The Manager / Senior Manager – Performance & Talent Management will lead the organisation-wide Performance Management System (PMS), ensuring alignment between business objectives, departmental goals, individual KPIs and measurable outcomes. The role will drive structured goal setting, performance monitoring, periodic reviews, calibration, performance improvement and accountability across business functions.

Working closely with business leaders, the role will strengthen a performance-driven culture, improve employee productivity and identify talent development opportunities aligned with AstaGuru’s strategic priorities.

2. Key Responsibilities

A. Performance Management System (PMS) Governance

- Own and administer the end-to-end performance management cycle, including annual goal setting, mid-year reviews, quarterly check-ins and year-end appraisals.(People Box)
- Translate organisational objectives into measurable departmental and individual KPIs in collaboration with business leaders and functional heads.
- Establish clear performance standards, weightages, measurement criteria, review timelines and accountability frameworks across functions.
- Ensure that employee goals are aligned with departmental deliverables and overall business objectives.
- Monitor timely completion of goal setting, self-assessments, manager reviews, performance discussions and final ratings.
- Continuously evaluate and improve PMS frameworks to ensure consistency, transparency, objectivity and effectiveness.

B. KPI Framework & Performance Monitoring

- Partner with department heads to define, review and refine KPIs, ensuring they are specific, measurable, outcome-oriented and aligned with business priorities.
- Establish mechanisms to track performance against agreed targets, identify deviations and facilitate timely corrective action.
- Develop performance dashboards and periodic reports covering individual, departmental and organisational performance.
- Monitor achievement of financial, commercial, operational, customer and people-related objectives, as relevant to each function.
- Conduct periodic reviews with functional leaders to assess performance trends, address delivery gaps and reinforce accountability.
- Ensure that performance assessments focus on measurable outcomes, role-specific expectations and demonstrable contributions.

C. Performance Calibration & Appraisal Governance

- Facilitate performance calibration meetings with HR and business leaders to promote consistency and fairness in performance ratings across teams.
- Review performance outcomes, supporting evidence, KPI achievement and manager assessments before finalisation of ratings.
- Identify inconsistencies, rating biases and gaps in the quality of performance evaluations, recommending appropriate corrective measures.
- Establish governance around appraisal documentation, approval workflows and communication of performance outcomes.
- Support the alignment of performance ratings with compensation reviews, promotions, recognition and career progression, in accordance with company policies.

D. Performance Improvement & Accountability
- Identify underperformance, recurring delivery gaps and capability concerns through structured performance reviews and data analysis.
- Partner with managers to establish Performance Improvement Plans (PIPs) with clear objectives, milestones, timelines and review mechanisms.




- Monitor progress against improvement plans and facilitate periodic reviews to assess outcomes and determine appropriate next steps.
- Coach managers on setting expectations, providing constructive feedback, conducting performance conversations and documenting outcomes.
- Build a culture of ownership, meritocracy, continuous feedback and accountability for results.

E. Performance Analytics & Management Reporting
- Develop and maintain dashboards to track KPI achievement, review completion, performance distribution, improvement plans and talent trends.
- Analyse performance data to identify high-performing teams, productivity gaps, recurring performance issues and opportunities for organisational improvement.
- Present periodic performance insights and recommendations to HR leadership and senior management.
- Maintain accurate PMS records and ensure timely reporting, data integrity and confidentiality.
- Leverage HR technology and automation to improve performance tracking, reporting accuracy and process efficiency.

F. Manager Capability & Performance Culture
- Build manager capability in KPI formulation, objective evaluation, performance feedback, calibration and performance improvement.
- Develop guidelines, toolkits and training sessions to standardise performance management practices across the organisation.
- Drive employee and manager awareness of the PMS framework, performance expectations, review processes and timelines.
- Encourage regular performance conversations, timely feedback and proactive resolution of performance concerns.
- Partner with leadership to embed performance management as a continuous business process rather than an annual appraisal exercise.

G. Talent Development & Succession Planning

- Use performance outcomes and competency assessments to identify high-potential employees, critical talent and development needs.
- Partner with business leaders to develop individual development plans and targeted capability-building interventions.
- Support succession planning for critical roles through structured talent reviews and readiness assessments.
- Coordinate with Learning & Development to address capability gaps identified through performance reviews and improvement plans.
- Facilitate career development discussions and internal mobility opportunities in line with demonstrated performance, readiness and business requirements.

H. PMS Process Excellence & Governance

- Establish standard operating procedures, documentation and controls for performance management across the employee lifecycle.
- Ensure adherence to PMS timelines, review protocols, approval matrices and applicable company policies.
- Identify opportunities to simplify, standardise and automate performance management processes.
- Maintain confidentiality and appropriate access controls for performance data and appraisal records.
- Periodically review the effectiveness of the PMS and recommend enhancements based on business feedback, employee experience and performance outcomes.

3. Key Performance Indicators (KPIs)

- PMS Cycle Management: Achieve timely completion of annual, mid-year and periodic performance reviews across the organisation.
- KPI Quality & Alignment: Ensure departmental and individual KPIs are measurable, outcome-oriented and aligned with business objectives.
- Performance Monitoring: Establish regular tracking and reporting of KPI achievement, performance deviations and corrective actions.




- Calibration & Rating Governance: Ensure consistent, evidence-based performance assessments and effective completion of calibration exercises.
- Performance Improvement: Track PIP implementation, review milestones and closure of identified performance gaps.
- Management Reporting: Deliver accurate, timely performance dashboards and actionable insights for leadership reviews.
- Manager Effectiveness: Improve manager capability in goal setting, feedback, performance conversations and objective evaluation.
- PMS Process Compliance: Ensure adherence to review timelines, documentation requirements, approval workflows and governance standards.
- Performance Culture: Strengthen accountability, continuous feedback and ownership of individual and departmental results.
- Talent Development Linkage: Ensure performance outcomes inform development plans, succession reviews and career progression decisions.

4. Qualifications & Experience

- Bachelor’s degree in Human Resources, Business Administration, Psychology or a related discipline.
- MBA or postgraduate qualification in Human Resources, Organisational Development or a related field preferred.
- 8–12 years of overall HR experience, with substantial experience in Performance Management, HR Business Partnering or Talent Management.
- Demonstrated experience in designing, implementing and governing organisation-wide PMS frameworks and appraisal cycles.
- Experience in KPI design, performance dashboards, calibration, performance improvement plans and management reporting.
- Strong proficiency in HRMS/PMS platforms, data analysis and reporting tools.
- Experience partnering with senior stakeholders and managing performance frameworks across multiple business functions.

5. Preferred Industry Experience

- Luxury, premium retail and lifestyle brands.
- Auction houses, art and collectibles businesses.
- Consumer-facing, high-growth and commercially driven organisations.
- Multi-functional organisations with structured performance and appraisal frameworks.

6. Core Competencies Functional & Technical Competencies

- Performance management strategy and PMS governance.
- KPI design, cascading and measurement frameworks.
- Performance calibration and appraisal management.
- Performance analytics, dashboards and management reporting.
- Performance Improvement Plans and employee performance interventions.
- HRMS/PMS systems and process automation.
- Compensation, promotion and career progression linkage with performance outcomes.
- HR policies, documentation and governance.

Behavioural & Leadership Competencies

- Solid analytical thinking and data-driven decision-making.
- Objectivity, fairness and sound professional judgement.
- Stakeholder management and consultative influencing.
- Effective communication, coaching and facilitation.
- Confidentiality, integrity and attention to detail.
- Structured problem-solving and process orientation.
- Ownership, accountability and execution excellence.

7. What Success Looks Like

- A structured, consistent and measurable PMS implemented across all business functions.
- Clear alignment between business priorities, departmental objectives and individual KPIs.
- Timely, evidence-based performance reviews and consistent appraisal standards.
- Improved visibility of performance outcomes, delivery gaps and corrective actions.
- Greater manager accountability for employee performance and productivity.
- Effective identification and management of underperformance.
- Performance data that informs compensation, promotions, talent development and succession planning.
- A stronger performance-driven culture focused on measurable outcomes and continuous improvement.

📌 AVP - Performance Management - HR (Mumbai)
🏢 AstaGuru
📍 Mumbai