People Culture Performance Manager

Job Description

Job Purpose

The People, Culture, and Performance Manager is responsible for shaping and implementing HR strategies that align with the organizations vision and goals.

This role focuses on fostering a positive workplace culture, managing talent, and driving employee performance through effective leadership and development programs.

The position plays a key role in enhancing employee engagement, ensuring compliance with HR policies, and promoting a high-performance culture that encourages continuous improvement and innovation.

By partnering with leadership, the manager ensures that the workforce is motivated, developed, and aligned with organizational objectives, contributing to the overall success and sustainability of the business.

The PCP Manager is responsible for overseeing the development and implementation of human resources strategies, fostering a positive organizational culture, and driving employee performance and engagement.

Acts as a key partner to leadership in aligning the workforce with business goals and promoting a culture of continuous improvement and accountability.

Leads initiatives that support talent management, employee development, and compliance with HR policies and regulations.

Roles, Responsibilities, Duties

Strategic HR Management:

Develop and execute HR strategies that align with the organizations vision, mission, and goals.

Partner with senior management to identify HR-related business needs and implement solutions.

Provide guidance and support on organizational restructuring, talent acquisition, and workforce planning.

Culture and Employee Engagement:

Lead initiatives to foster a positive and inclusive organizational culture that aligns with company values.

Design and implement programs to enhance employee engagement, satisfaction, and retention.

Conduct regular employee surveys and feedback mechanisms to understand and improve the employee experience.

Talent Management and Development:

Manage the end-to-end talent lifecycle, from recruitment and onboarding to development and succession planning.

Implement learning and development programs to upskill employees and support career progression.

Identify high-potential employees and provide opportunities for leadership development and growth.

Employee Relations and Conflict Resolution:

Serve as a key point of contact for employee relations issues, mediating conflicts and resolving grievances.

Ensure that HR policies and procedures are consistently applied and understood across the organization.

Provide counsel to managers and employees on HR-related matters, including disciplinary actions and legal compliance.

HR Policy and Compliance:

Ensure all HR activities comply with local labor laws, regulations, and organizational policies.

Develop, update, and communicate HR policies and procedures to ensure clarity and consistency in their application.

Monitor compliance with HR policies and address any violations or inconsistencies.

Ensure that all visa and PR processes align with relevant immigration and labor laws, as well as company policies, to maintain full compliance.

Regularly audit the departments records and procedures to ensure adherence to legal requirements and standards.

HR Analytics and Reporting:

Use HR metrics and analytics to assess workforce trends, including turnover, engagement, and performance data.

Provide regular reports and insights to senior leadership to support decision-making and strategy development.

Identify areas for improvement and implement data-driven solutions to enhance HR processes.

Change Management:

Lead HR-related change management initiatives, including organizational development and cultural transformation projects.

Communicate and implement change in a way that fosters employee buy-in and minimizes resistance.

Support employees and managers through periods of change with training, communication, and guidance.

Education & Qualification

Bachelor&aposs Degre in Human Resources, Business Administration, Organizational Development, Psychology, or a related field (essential).

Experience and Skills

Industry Experience (No. of years):

Minimum of 5-7 years of progressive experience in human resources, talent management, organizational development, or a similar field.

Competencies and Skills:

Skills

HR Expertise:

In-depth knowledge of HR policies, practices, and employment laws, ensuring compliance and best practices in HR operations.

Talent Development:

Experience in identifying talent needs, designing training and development programs, and facilitating leadership development initiatives.

Coaching and Mentoring:

Ability to provide coaching and mentorship to managers and employees, fostering their growth and enhancing their leadership capabilities.