The main purpose of the Performance Management Specialist position is to develop, coordinate, and manage data-driven, performance measures and programs to support Knight Frank Nigeria. The position manages and ensures ongoing implementation and effectiveness of Knight Frankâs core performance management system. This includes, developing policies and procedures for timely collection of all performance measures; monitoring, validating and reporting on key performance indicators for each service line; preparing periodic accountability and status of performance reports, including impact and outcome reviews; researching best practices in performance measures and suggesting strategies for implementing new or improving existing performance measures.
ResponsibilitiesDesign, implement and monitor Performance Management to enable employees and teams understanding of the goals of the Partnership and to identify how individual and team outputs contribute to the achievement of the Partnershipâs objectives; specifically through managing the performance cycle to ensure cross-Complex alignment and intra-Complex cascading of business goals and Key Performance Indicators across the Partnership. Work in liaison with key stakeholders to establish and support the link between strategic business objectives and peopleâs day-to-day actions and tasks by implementing a process for tracking progression from goal setting, MPR, mid-year reviews and end of year evaluations to support individual, team and organizational performance. Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity. Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives. Develop and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management portfolio. Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Partnershipâs operational and program efficiencies and effectiveness; and ultimately evaluating the impact that these initiatives have on organizational performance. In liaison with the Head, HR & Admin, contribute to the design, implementation and management of effective Recognition Programs to reward staff contributions. In liaison with the Head, HR & Admin, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management and mobility programs. Design, implement and manage organization-wide performance training/capacity building for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Partnership. Work with Human Resources and IT teams to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities Collaborate and advise on the design of Human Resources Information System infrastructure required to support a Partnership-wide performance system; ensuring that needed data is collected on a timely basis, regular reports on progress are distributed and recommendations are made for future improvements, based on the data. Drive partnership-wide processes for sharing best practice, tools/materials and on-going communication activities for performance improvement. In line with this, establish and disseminate guidelines and manuals which will serve as reference documents on staff performance management for appraises as well as appraisers. Coordinate with the Human Resources Business Partners for the implementation by the Human Resources Management department and managers of consequences related to performance evaluation results, . performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc. Oversee the implementation of key performance measures, core competencies and core values into performance appraisal system. Design capacity development interventions and coordinate the implementation of learning programs and coaching activities to address areas of development (in liaison with Leadership and Development Officer); in order to enhance the people management/performance management practice across the Partnership Keep the Management of the Partnership informed on critical issues concerning the implementation of the performance management process; make recommendations to Senior Management on key decisions points regarding this process; and seek for guidance from Senior Management on critical issues. Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time. Develops Job Description and KPIs for all roles within the business and review as required
Professional experience and personal skills profile
Qualifications/Education Required.1st degree in Humanities/Social Sciences/Sciences or any other discipline Additional professional qualification/certification in Human Resources Management, or in performance management is advantageous 6-8 years experience as a Performance Management specialist Experience in leading performance improvement programs. Familiarity with HRIS tools that support Performance Management processes/activities.
Knowledge, Skills and Attributes required to execute the jobA keen interest in the real estate market Excellent communication skills and interpersonal skills Data Analytics and Report writing skills Problem solving skills Knowledge and understanding of people management theories/ principles and ability to coach others around best practices. Ability to plan, organise, coordinate, multitask and prioritise under pressure with minimal supervision. Client and results oriented individual holding âa can-do attitudeâ Marked ability to influence policy development and relate work to wider operational needs of the business.
Systems & IT competenceMS Word MS Excel MS PowerPoint MS Outlook Power BI / Data Analysis tool HRIS
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