Executive -Talent Management

Job Description

Support the effective execution and continuous improvement of Iris’ Performance Management and Promotion processes. The role will be responsible for driving performance cycles, stakeholder communication and training, process governance and analytics, while contributing to competency frameworks, goal/KRA frameworks, market benchmarking and other Performance & Career Management initiatives.
Key Responsibilities
Performance Management
•    Drive end-to-end execution of the Annual Performance Management cycles, ensuring adherence to timelines and defined processes. 
•    Coordinate key stages including goal setting/modification, performance reviews, feedback, IDPs, 360° Feedback and Get Feedback. 
•    Track cycle progress, follow up with stakeholders, identify gaps and ensure timely closure. 
•    Support periodic review and improvement of the Performance Management process and policy based on organizational requirements and stakeholder feedback. 
•    Support development and review of role/level-wise Goals, KRAs/KPIs and success measures to improve clarity and measurability of performance expectations. 
Promotion & Career Processes
•    Coordinate and run the Promotion Cycle across levels and career streams, aligned with Iris Talent Architecture. 
•    Manage promotion timelines, nominations, assessments, documentation, stakeholder coordination and governance. 
•    Support development and implementation of competency-based assessment frameworks for different career streams. 
•    Contribute to competency mapping, proficiency definitions and assessment criteria for career progression and lateral movement. 
•    Support initiatives related to career development and career pathways aligned with the Talent Architecture. 
Stakeholder Management, Communication & Training
•    Coordinate closely with HRBPs, managers and business leaders to drive performance and promotion processes to closure. 
•    Conduct manager/employee training and awareness sessions on goal setting, performance assessment, feedback, promotions and related processes. 
•    Develop presentations, process guides, FAQs, communication material and campaigns in collaboration with relevant teams. 
•    Respond to stakeholder queries and provide process guidance throughout the performance cycle. 
•    Present process updates, observations and data to HR and business stakeholders as required. 
Market Intelligence & Process Improvement
•    Research and track market practices and emerging trends in Performance Management, goal setting, competencies, promotions, career frameworks and performance assessment. 
•    Benchmark Iris practices against relevant external practices and provide inputs for improvements. 
•    Identify opportunities to simplify processes and improve stakeholder and employee experience. 
Analytics & Insights
•    Develop and maintain dashboards, trackers and analytics for Performance Management and Promotion processes. 
•    Analyse performance data to identify trends, exceptions and areas requiring attention. 
•    Develop appropriate metrics to measure cycle effectiveness, completion, quality and stakeholder experience. 
•    Partner with L&D/HR teams to provide performance and development insights that can support development interventions. 
SuccessFactors PMGM
•    Support execution of Performance Management processes through SuccessFactors PMGM. 
•    Coordinate configuration/business requirements for goal plans, performance forms, feedback, IDPs and related processes. 
•    Identify system/process improvement requirements and partner with the HR Systems team for enhancements, testing and implementation. 
•    Support UAT and validation of system changes before cycle launches. 

Mandatory Competencies