Performance Improvement Consultant

2 weeks ago

Columbus, Ohio, United States augmentjobs Full time
Job Overview

Position Summary: The Performance Management Specialist plays a crucial role in enhancing the organization's performance management framework to boost employee productivity, engagement, and growth. This position entails the design and execution of performance management initiatives, offering training and assistance to both managers and staff, and evaluating performance metrics to guide strategic decisions. The Performance Management Specialist collaborates closely with HR leadership and various business units to ensure that performance management practices are in sync with organizational objectives and foster ongoing enhancement.

Core Responsibilities:

  1. Designing Performance Management Programs:
    • Formulate and execute performance management strategies that resonate with the organization's objectives and cultivate a culture of ongoing improvement.
    • Revise and develop performance evaluation systems, tools, and methodologies to guarantee their effectiveness, fairness, and user-friendliness.
    • Establish and oversee performance management schedules, including goal-setting, mid-year assessments, and year-end reviews.
  2. Training and Guidance:
    • Deliver training and guidance to managers and employees on performance management best practices, encompassing goal setting, feedback, coaching, and evaluations.
    • Create training resources, manuals, and materials to assist managers in conducting impactful performance reviews and providing constructive feedback.
    • Provide continuous support to managers in addressing performance-related challenges and implementing performance enhancement plans.
  3. Analysis of Performance Data:
    • Gather and assess performance data to uncover trends, strengths, and areas needing improvement across the organization.
    • Compile reports and dashboards to showcase performance metrics to HR leadership and business units, emphasizing key insights and recommendations.
    • Utilize data-driven insights to inform decisions regarding talent management, employee development, and succession planning.
  4. Facilitating Employee Development:
    • Collaborate with HR and business leaders to pinpoint development needs based on performance data and feedback.
    • Assist in the creation and execution of individual development plans that align with employees' career aspirations and organizational requirements.
    • Track the progress of development plans and offer guidance to ensure employees remain on course to meet their objectives.
  5. Driving Continuous Improvement:
    • Assess the effectiveness of performance management programs and processes through feedback, surveys, and data analysis.
    • Propose and implement enhancements to improve the effectiveness, fairness, and transparency of performance management practices.
    • Stay informed about industry trends, best practices, and emerging technologies in performance management.
  6. Enhancing Employee Engagement and Retention:
    • Examine the correlation between performance management practices and employee engagement and retention.
    • Develop and execute initiatives that connect performance management to broader employee engagement and retention strategies.
    • Provide insights and recommendations to HR leadership on enhancing employee engagement through effective performance management.
  7. Ensuring Compliance and Documentation:
    • Guarantee that performance management practices adhere to all relevant labor laws, regulations, and organizational policies.
    • Maintain accurate and current records of performance evaluations, feedback, and development plans.
    • Collaborate with HR leadership to ensure that performance management documentation is securely stored and compliant with data privacy regulations.
  8. Collaborating with Stakeholders:
    • Work in partnership with HR leadership, business units, and other stakeholders to ensure alignment of performance management initiatives with organizational goals.
    • Engage with senior leaders to advocate for the value of performance management and secure support for continuous improvement efforts.
    • Act as a performance management consultant to managers and employees, providing assistance and resources as necessary.

Qualifications:

  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field.
  • 3-5 years of experience in performance management, talent management, or a related HR role.
  • Strong knowledge of performance management principles, practices, and tools.
  • Proven experience in designing and implementing performance management programs.
  • Excellent communication, facilitation, and interpersonal skills, with the ability to influence and engage stakeholders at all levels.
  • Proficiency in using HRIS systems and performance management software.
  • Strong analytical and problem-solving skills, with the ability to use data to drive decision-making and program improvements.

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