We are seeking a results-driven and analytical HR professional to lead Performance Management, Organization Development (OD), and Learning & Development (L&D) initiatives. This role will focus on executing and continuously improving core talent processes, enhancing leadership capabilities, and leveraging data to drive organizational effectiveness.

The ideal candidate is highly detail-oriented, strong in analytics (especially Excel), and able to partner effectively across functions to deliver high-quality, scalable HR solutions.

This position reports to the VP, Talent Management.

Key Responsibilities

1. Performance Management + Goal Setting - 50%

• Manage the annual performance management cycle (goal setting, mid-year, year-end) across Operations and Corporate functions
• Develop communications, tools, and guidance to support employees, managers, and HR partners
• Ensure data accuracy, compliance, and timely completion of all performance processes
• Manage and administer the goal-setting process, ensuring timely completion, quality of goals, and alignment with organizational objectives

Reporting, Analytics & Process Improvement

• Build and maintain dashboards and reports using advanced Excel and HR systems
• Analyze performance data to identify trends and generate actionable insights
• Identify and implement process improvements to enhance efficiency and effectiveness

Stakeholder Support

• Partner with Compensation & Benefits to validate eligibility and alignment
• Serve as the primary point of contact for performance-related questions and escalations
• Provide timely and high-quality support to stakeholders

2. Talent Management – 25%

• Support the design and implementation of a standardized job description framework and centralized repository
• Partner with business leaders to develop and update job descriptions across functions
• Ensure consistency, clarity, and compliance in all job documentation
• Coordinate cross-functional reviews and approvals (Legal, TA, Compensation, Operations)
• Support the development on enterprise talent review and succession planning processes

3. Learning & Development (L&D) & Leadership Capability – 15%

• Partner with Operations and L&D teams to support leadership development initiatives
• Help identify capability gaps and contribute to the development of program design
• Use performance insights to inform learning priorities
• Support rollout and tracking of leadership development programs

4. Strategic Initiatives & Continuous Improvement – 10%

• Contribute to HR and organizational initiatives that drive business value
• Use HR metrics and business data to support decision-making
• Identify opportunities to improve processes and enhance employee experience
• Act as a change agent in supporting adoption of new processes and tools

Qualifications & Experience

• Bachelor’s Degree preferred or equivalent work experience
• 5–7 years of Human Resources experience preferred
• Advanced proficiency in Microsoft Excel (required) and strong skills in MS
• Preferred experience working with HRMS platforms (e.g., UKG or similar)

Key Skills

• Strong analytical and data interpretation skills
• Ability to identify and implement process improvements
• Effective stakeholder management and cross-functional collaboration
• Strong communication and presentation skills
• High attention to detail and strong process orientation
• Ability to understand business needs and align HR processes accordingly

Additional Expectations

• Maintains strict confidentiality and ensures data integrity at all times
• Utilizes HR metrics and business data to support informed decision-making
• Demonstrates flexibility in a fast-paced environment
• Performs other duties as assigned

What Success Looks Like

• Timely and accurate execution of performance management cycles
• Improved process efficiency and user experience
• High-quality, standardized job descriptions across the organization
• Effective support of leadership development initiatives
• Strong stakeholder trust and satisfaction

#CB

This job description is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Particular functions, tasks, and requirements may vary or be added depending upon the location and operational requirements. This document does not represent a contract of employment and the company reserves the right to change this job