Improvement Specialist

Position: Performance Improvement Specialist
Job Introduction Thank you for your interest in joining the People Directorate at Notting Hill Genesis. Our HR function is evolving into a confident, proactive partnership model. We work alongside leaders to manage risk well, support fair and consistent decision-making and build a positive, values-led colleague experience. The Performance Improvement Specialist plays an important role in this ambition. As a core member of the Employee Relations Centre of Expertise, you will help improve individual and team performance by strengthening manager capability, supporting early intervention and ensuring performance and capability matters are managed fairly, consistently and effectively.

You do not need housing sector experience to succeed. What matters most is strong performance and capability expertise, sound knowledge of employment law, and the ability to coach and influence managers to address underperformance confidently and constructively. What the role is all about As Performance Improvement Specialist, you will support the organisation’s approach to improving individual and team performance and capability.

You will work closely with managers, HR Business Partners and the Employee Relations Centre of Expertise to identify and address underperformance, improve the quality of performance and probation decisions, and ensure consistent performance standards across the organisation. Rather than focusing only on individual cases, you will use data and insight to identify recurring or systemic performance issues and help develop targeted interventions.

Through this work, you will support our shift from a reactive approach to one that is proactive, insight-led and focused on continuous improvement. How you’ll make a difference You will strengthen organisational performance and capability by:
Driving a more proactive and consistent approach to performance management across the organisation Helping managers address performance issues early, confidently and effectively Identifying patterns of underperformance and supporting targeted interventions Reducing reliance on formal employee relations processes by embedding strong informal performance management practices Improving outcomes for colleagues through fair, consistent and supportive approaches to performance and capability Strengthening manager understanding of performance management during probation and the early stages of employment Improving the quality and consistency of probation and early performance decisions Providing performance insight and analysis to inform leadership decision-making and workforce planning How you’ll do it Support the organisation’s approach to performance and capability management, ensuring consistent standards, clear expectations and effective policy application Identify patterns of persistent or recurring underperformance, using data and insight to target and prioritise interventions Coach and support managers to manage performance confidently through both informal and formal approaches Provide practical guidance on performance and probation decisions, including progression, extension and exit Ensure performance, capability and probation approaches are fair, consistent and aligned with employment law Interpret relevant legislative changes and translate them into practical guidance for managers and HR colleagues Work closely with the Employee Relations Centre of Expertise to align performance management with capability processes and formal ER frameworks Partner with HRBP's to align performance improvement activity with business priorities, workforce planning and capability needs Analyse performance data and trends, providing clear insight and recommendations to improve organisational performance and reduce…