– MANAGER, PERFORMANCE EXCELLENCE (HR)

Department: Human Resources

Function: Performance Excellence

Reports To: Head PE / CHRO

Location: Corporate Office / Plant, as applicable

Job Purpose To drive the organization’s Performance Excellence agenda by aligning business strategy, employee performance, capability development and rewards. The role will be responsible for Performance Management, KPI/KRA governance, Balanced Scorecard, Training & Development, Competency Management, Rewards & Recognition, HR Analytics and HR technology , with the objective of building a high-performance, learning-oriented and merit-driven culture.

Key Responsibilities

1. Performance Management & KPI/KRA Governance

- Manage the end-to-end Performance Management Cycle including goal setting, mid-year reviews, annual appraisals and performance closure.
- Drive cascading of organizational priorities into functional, departmental and individual KPIs/KRAs .
- Ensure KPIs are measurable, outcome-oriented and aligned with business priorities.
- Establish PMS guidelines, timelines, governance mechanisms and process compliance.
- Facilitate performance calibration to ensure consistency, fairness and differentiation in performance assessment.
- Identify performance gaps and partner with HRBPs/business leaders on appropriate interventions.

2. Training & Development / Capability Building

- Own and drive the Training & Development agenda aligned with business strategy, competency requirements and identified performance gaps.
- Conduct Training Needs Analysis (TNA) using performance reviews, competency assessments, business requirements, employee feedback and future capability needs.
- Develop and execute the Annual Learning & Development Calendar covering technical, functional, behavioural, leadership and managerial capabilities.
- Design structured learning interventions for different employee levels, including HODs, managers, frontline employees and emerging leaders .
- Partner with functional heads to identify critical capabilities required for business growth, operational excellence and future readiness.
- Develop and implement leadership development, managerial effectiveness, functional capability and behavioural development programs.
- Evaluate training effectiveness through appropriate measures such as participant feedback, knowledge/skill assessment, application on the job and business impact .
- Track training participation, effectiveness, learning hours, costs and ROI through dashboards and analytics.




- Build learning pathways and Individual Development Plans (IDPs) based on competency and performance outcomes.
- Identify and develop internal trainers/SMEs and build a culture of continuous learning and knowledge sharing .
- Manage external training partners, consultants and learning vendors.

3. Competency Management

- Support implementation and periodic review of functional and behavioural competency frameworks.
- Integrate competencies with performance management, training, career development and talent processes.
- Identify critical competency gaps and translate them into targeted development interventions.
- Support competency assessments and development planning for critical roles and talent pools.

4. Rewards & Recognition

- Design, manage and continuously improve the organization’s Rewards & Recognition (R&R;) framework .
- Develop recognition programs aligned with organizational values, business priorities and desired behaviours.
- Drive both formal and informal recognition mechanisms for individual and team contributions.
- Establish transparent eligibility criteria, nomination processes and evaluation mechanisms.
- Analyse recognition trends and ensure appropriate representation across functions and levels.
- Partner with leadership to recognize achievements related to performance, innovation, customer excellence, operational excellence, teamwork, safety and values .
- Review R&R; effectiveness and recommend improvements to strengthen employee engagement and performance culture.
- Support integration of performance outcomes with appropriate reward and recognition mechanisms.

5. Performance Analytics & HR Dashboards

- Develop performance, learning and R&R; dashboards for HR and business leadership.
- Analyse trends relating to performance, training effectiveness, competency gaps, learning participation and recognition.
- Provide actionable insights to support leadership decisions on people, capability and performance.
- Establish meaningful metrics to measure the effectiveness of Performance Excellence initiatives.

6. HR Technology / Darwinbox

- Act as process owner for Performance Management,



Learning and related HR processes in Darwinbox/HRMS .
- Drive effective utilization of goal setting, appraisal, competency, learning and related workflows.
- Coordinate system enhancements, automation, data accuracy and issue resolution.
- Build digital dashboards and improve employee/manager adoption of HR processes.

7. Talent & Continuous Improvement

- Integrate performance, competency and development outcomes with talent reviews, succession planning and career development .
- Support identification and development of high performers and high-potential employees.
- Benchmark HR practices and continuously improve Performance Excellence, Learning and R&R; processes.
- Lead strategic HR projects related to organizational effectiveness and HR transformation.

8. HRBP:

- Act as a strategic HR partner to business leaders, aligning people strategy, talent priorities and organizational capability with business objectives.
- This position requires HRBP role to be done for Corporate office & plants.
- Drive key people processes including performance management, talent development, employee engagement, workforce planning and change management.
- Provide data-driven people insights and proactive interventions to strengthen leadership effectiveness, employee productivity, retention and organizational performance.

Qualification & Experience

- MBA/PGDM – Human Resources / Organizational Development / equivalent
- 10-15 years of HR experience , with strong exposure to Performance Management, Training & Development, Talent Management and/or Organizational Development.
- Experience in manufacturing / multi-location organizations preferred.
- Hands-on experience with Darwinbox or similar HRMS platforms desirable.
- Strong proficiency in Excel, dashboards, HR analytics and presentation skills.

Essential Requirements

- Robust Exposure of Learning & Development (Design, Develop, and Deliver training programs)
- Team leadership is required to lead the team.
- Hands on experience of Performance Management System (Design, develop PMS systems)
- Experience of HRBP role is plus. (Handling of org design, manpower planning, compensation benchmarking, PIPs is required)
- Basic exposure of Rewards and recognition
- Travel across manufacturing plants for training and other HR interventions is required (at least 5 days a month)
- Darwinbox HRMS Administrative exposure is mandatory
- Experience of annual budgeting exercise, MIS preparation, dashboarding, manpower planning is plus.

📌 MANAGER, PERFORMANCE EXCELLENCE (HR) (Mumbai)
🏢 Menschen Consulting
📍 Mumbai