• Help for Setting the whole appraisal procedure in the company.
• Giving advice for making changes for improving the appraisal policies and get the changes approved from it.
• Shar for developing efficient systems for collection information on performance.
• Review policies related to employee performance.
• Reviewing performance objectives and updating as necessary.
• Ensuring employee incentives are understood and the contract is followed, in terms of performance bonuses and driving KPIs.
• Assist in evaluating employee performance to determine who should be promoted or demoted within the company.
• Understand the key performance indicators (KPIs) for all departments and how to improve them.
• Conduct training materials and performance management programs to help ensure employees understand their job responsibilities
• Follow up developing succession plans and related reports.
• Makes assessments of effectiveness of training in terms of employee accomplishments and performance.
• Help for designing & implement the development of policies and procedures in collaboration with the HR Director.
• Follow & implement the Company new organization structure policy and design with Org Charts,  Job Descriptions, KPIs & objectives.

Operational (process) – 

• Gathering and analyzing cross-functional performance data.
• Conducting regular performance evaluations of individual employees or groups of employees to measure their progress toward meeting goals and achieving objectives.
• Presenting statistical performance analysis and recommending solutions.
• Conduct individual meeting for employees to ensure that they are adequately equipped to perform their jobs effectively.
• Follow up employee evaluation forms and conducting performance evaluations.
• Performs other duties as assigned.

Talent & Value (people): 

• Help on training and development to managers on best practices.
• Leverages technology to enhance assessment, career development, training and development and succession planning processes, programs and tools.

Customer Satisfaction (internal and external):  

• Identify, report, and resolve workplace or interpersonal barriers to performance. 
• Providing feedback to employees on how they can improve their performance.
• Suggest rewarding high performers

Bachelor’s degree in business, human resources, or related field.Master’s degree in Human Resources or MBA will be plus.7-10 years of experience in performance management, OD, or related field with at least 2 years in contracting field.Proven ability to implement successful performance management programs.Demonstrated ability to integrate technology in the workplace.Ability to generate and analyze various performance metrics using Excel, Visio and other reporting tools.Knowledge required to analyze, design, develop, implement and evaluate performance management systems.Knowledge of Job Analysis and to relate jobs across the company.Knowledge of the Job Evaluation Method and experience of making Grade recommendations.Knowledge of Reward Management tools & techniques.Personal CompetenciesExcellent communication and facilitation skillsAbility to develop structured processes, policies and procedures that support goal achievement.Good interpersonal skills with experience of building effective working relationships at all levels of an organization.Excellent judgment & reasoning abilityQuality of work and ability to meet goalsPunctuality and dependabilityProblem-solving skillsinnovative ideasAnalytical thinkingExperience in statistical analysis tools