Management Manager

About the Role The Performance Management Manager is responsible for designing, implementing, and managing the organization’s performance management framework across departments and levels of the organization.

This is a highly hands-on role focused on developing KPIs, objectives, scorecards, performance improvement plans, and structured follow-up processes. The position partners directly with department heads and senior leaders to translate business priorities into measurable performance expectations.

The ideal candidate is a strong strategic partner and accountability leader who can analyze performance data, identify gaps, challenge unclear or ineffective measures, recommend corrective actions, and ensure commitments are completed.

What You’ll Do Performance Management Framework Develop, implement, and continuously improve the company’s performance management framework.

Establish consistent processes for goal setting, performance measurement, reviews, development planning, and performance improvement.

Ensure departmental and individual objectives align with organizational priorities.

Develop performance-management tools, templates, guidelines, and reporting schedules.

KPI & Objective Development Partner with department heads to develop meaningful departmental, team, and individual KPIs.Translate business objectives into specific and measurable performance expectations.

Establish appropriate targets, measurement methods, reporting frequencies, and accountability owners.

Evaluate KPIs to ensure they measure meaningful outcomes and align with business objectives.

Identify gaps in performance measures and recommend improvements.

Performance Scorecards & Reporting Develop and maintain departmental and organizational performance scorecards.

Monitor KPI achievement and identify trends, performance gaps, and emerging risks.

Prepare performance dashboards and executive-level reports.

Provide HR and executive leadership with objective performance analysis.

Track performance commitments, action items, deadlines, and results.

Department Head Partnership & Accountability Conduct regular performance review meetings with department heads.

Review departmental objectives, KPIs, progress, challenges, and corrective actions.

Identify root causes when performance targets are missed.

Establish clear ownership, action plans, deadlines, and follow-up for performance gaps.

Hold leaders accountable for agreed-upon performance actions and commitments.

Escalate significant or recurring concerns to appropriate HR and executive leadership.

Individual Performance & Performance Improvement Support managers in developing measurable employee goals and performance expectations.

Develop and maintain 30/60/90/180-day performance plans for appropriate positions.

Review performance evaluations for quality, consistency, and objectivity.

Coach managers on effective performance conversations and documentation.

Partner with HR and leaders to develop and monitor Performance Improvement Plans (PIPs).Evaluate progress and provide objective recommendations based on documented performance results.

Performance Reviews & Calibration Manage annual, mid-year, introductory, and other formal performance-review processes.

Facilitate performance calibration meetings with department leaders.

Identify inconsistencies in ratings and challenge unsupported performance assessments.

Provide data and analysis to support fair and consistent performance decisions.

Partner with HR leadership to connect performance results with compensation, development, promotions, and succession planning.

Manager Coaching & Organizational Performance Coach managers and supervisors on KPIs, SMART objectives, feedback, performance discussions, and managing underperformance.

Provide tools and…