Team Supervisor (HR) – Performance Management System

Team Supervisor (HR) – Performance Management System

Team Supervisor (HR) – Performance Management System at MHFAIndia · Chennai · 4 - 10 years · ₹2L - ₹8L / yr · Profitable · Posted 7 Jun 2024

Team Supervisor (HR) – Performance Management System

at MHFAIndia

Posted by Vijayalakshmi M

4 - 10 yrs

₹2L - ₹8L / yr

Chennai

Skills

Performance management

Performance appraisal

Performance Evaluation

Performance improvement

Performance analysis

Roles and Responsibilities:

· Support the design and implementation of performance management systems, including goal-setting, performance evaluations, and employee development plans.

· Need to conduct talent mapping aligned with the MHFA action plan.

· Handle the performance management cycle process from start to end and monitor timely and accurate completion of the appraisals (e.g. forms and templates, communications).

· Analyse performance data and generate reports to identify trends, opportunities, and areas for improvement.

· Provide guidance and support to the team on skill development, competencies and to assess skill gap

· Develop and work with new staff on Key Result Areas (KRAs) and Key Performance Indicator (KPIs) aligned with organizational goals

· To Develop and update job descriptions and job specifications.

· To keep job descriptions up-to-date, accurate and compliant with relevant details for all positions.

· Conduct and Coordinate the interview process, collaborating with hiring managers to understand their specific needs.

· To Monitor progress of tasks and key HR metrics.

· Develop individual career maps for each staff member, working closely with them to coach and support their development.

· Provide regular updates to management on the team's progress with their tasks and tie management performance accordingly.

· Work on building HR systems and in charge of the automation of HR activities, processes and information.

· Thorough understanding of the HRMS portal.

Job Requirements:

Minimum of 5 to 7 years of relevant work experience in Human Resources with proven ability to manage a set of processes and to manage teams.
Minimum of a Bachelor's degree in a relevant field is required e.g. Human Resources, Business Administration.

· Strong communication, interpersonal, and organizational skills.

· Strong problem-solving and decision-making abilities.

· Demonstrated ability to handle confidential information with discretion.

· Proficiency with Microsoft Office / Google Docs / Spreadsheet

Roles and Responsibilities:

· Support the design and implementation of performance management systems, including goal-setting, performance evaluations, and employee development plans.

· Need to conduct talent mapping aligned with the MHFA action plan.

· Handle the performance management cycle process from start to end and monitor timely and accurate completion of the appraisals (e.g. forms and templates, communications).

· Analyse performance data and generate reports to identify trends, opportunities, and areas for improvement.

· Provide guidance and support to the team on skill development, competencies and to assess skill gap

· Develop and work with new staff on Key Result Areas (KRAs) and Key Performance Indicator (KPIs) aligned with organizational goals

· To Develop and update job descriptions and job specifications.

· To keep job descriptions up-to-date, accurate and compliant with relevant details for all positions.

· Conduct and Coordinate the interview process, collaborating with hiring managers to understand their specific needs.

· To Monitor progress of tasks and key HR metrics.

· Develop individual career maps for each staff member, working closely with them to coach and support their development.

· Provide regular updates to management on the team's progress with their tasks and tie management performance accordingly.

· Work on building HR systems and in charge of the automation of HR activities, processes and information.

· Thorough understanding of the HRMS portal.

Job Requirements:

Minimum of 5 to 7 years of relevant work experience in Human Resources with proven ability to manage a set of processes and to manage teams.
Minimum of a Bachelor's degree in a relevant field is required e.g. Human Resources, Business Administration.

· Strong communication, interpersonal, and organizational skills.

· Strong problem-solving and decision-making abilities.

· Demonstrated ability to handle confidential information with discretion.

· Proficiency with Microsoft Office / Google Docs / Spreadsheet

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About MHFAIndia

Founded :

2017

Type :

Services

Size :

20-100

Stage :

Profitable

About

At MHFA India we empower and educate the general public, corporates, and universities about Mental Health First Aid through evidence-based training and standardised programmes. We aim to improve mental health awareness by providing quality education to trainees on how to perform Mental Health First Aid. We empower them with practical skills to identify early signs of mental health disorders and teach them how to support an individual with mental health problems and direct them to a professional. At MHFA India We offer researched and evidence-based training programmes listed below: Standard Mental Health First Aid Blended Online MHFA for Workplaces Blended Online MHFA for Public Blended Online MHFA for Higher Education MHFA for the Suicidal Person MHFA for Non-Suicidal Self-Injury Mental Health Awareness for Workplaces Mental Health Awareness for Public MHFA Instructors course Benefits: The advantages of becoming a Mental Health First Aider are manifold. MHFA India is the only licensed organization that offers MHFA standard courses at workplaces in India. You are offered a certificate which accredits you as a Mental Health First Aider at work which is vital for your professional development and enables you to create a supportive work environment . The courses offered at MHFA India are standardised and evidence-based, and the course components are found only in MHFA standard programs. In addition, the training materials have lifetime access. The skills and knowledge derived from the training will be instrumental in practice for real-life situations. We have trained over 2000 people from various workplace sectors such as Industrial, Finance, Production and Consultancy, and Educational Institutes. From running only 1 course in 2017, to running 7 courses in 2022 for the diverse population of India, MHFA has participants from across India spanning more than 20 states. Head to the link in the bio to learn more about Mental Health First Aid training.

At MHFA India we empower and educate the general public, corporates, and universities about Mental Health First Aid through evidence-based training and standardised programmes. We aim to improve mental health awareness by providing quality education to trainees on how to perform Mental Health First Aid. We empower them with practical skills to identify early signs of mental health disorders and teach them how to support an individual with mental health problems and direct them to a professional. At MHFA India We offer researched and evidence-based training programmes listed below: Standard Mental Health First Aid Blended Online MHFA for Workplaces Blended Online MHFA for Public Blended Online MHFA for Higher Education MHFA for the Suicidal Person MHFA for Non-Suicidal Self-Injury Mental Health Awareness for Workplaces Mental Health Awareness for Public MHFA Instructors course Benefits: The advantages of becoming a Mental Health First Aider are manifold. MHFA India is the only licensed organization that offers MHFA standard courses at workplaces in India. You are offered a certificate which accredits you as a Mental Health First Aider at work which is vital for your professional development and enables you to create a supportive work environment . The courses offered at MHFA India are standardised and evidence-based, and the course components are found only in MHFA standard programs. In addition, the training materials have lifetime access. The skills and knowledge derived from the training will be instrumental in practice for real-life situations. We have trained over 2000 people from various workplace sectors such as Industrial, Finance, Production and Consultancy, and Educational Institutes. From running only 1 course in 2017, to running 7 courses in 2022 for the diverse population of India, MHFA has participants from across India spanning more than 20 states. Head to the link in the bio to learn more about Mental Health First Aid training.

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Talent Manager

Kshama Agrawal

Posted by Kshama Agrawal

Gurugram

7 - 15 yrs

₹15L - ₹27L / yr

Talent management

Process management

Succession planning

SAP

Key Responsibilities

1. Performance Management & PMS Excellence

• Drive end-to-end execution of the annual PMS cycle including goal setting, mid-year reviews, year-end assessments, calibration, moderation, and communication.

• Manage PMS governance calendar, dashboards, compliance tracking, and stakeholder coordination across IBUs.

• Support calibration forums by preparing insights, analytics, and ensuring consistency of performance outcomes.

• Partner on PMS process improvements, technology enhancements, workflow optimisation, and reporting requirements.

• Build performance insights to support talent, rewards, and workforce decisions.

________________________________________

2. Talent Reviews & Succession Planning

• Execute annual talent review and 9-box processes in partnership with Business Leaders and HRBPs.

• Support identification and segmentation of critical talent, HiPos, emerging leaders, and talent pools.

• Maintain talent dashboards and heat maps highlighting capability strength, readiness, and talent risks.

• Support succession planning for critical roles through readiness assessment, successor identification, and development actions.

• Enable integration between performance outcomes, talent reviews, succession, and internal mobility.

________________________________________

3. Leadership Development & Talent Programmes

• Support design and execution of leadership development journeys across manager, mid-level, and leadership populations.

• Coordinate flagship talent programmes, mentoring, coaching, and development interventions.

• Track programme effectiveness through participation, capability improvement, movement, retention, and business impact metrics.

• Support IDP frameworks and development planning for HiPo and critical talent segments.

________________________________________

4. Culture & Organisational Health

• Support culture initiatives through employee listening insights, engagement data, GPTW inputs, and organisational health metrics.

• Drive execution of culture activation initiatives including manager connects, leadership engagements, and employee experience interventions.

• Support employer recognition programmes including GPTW and workplace benchmarking submissions.

________________________________________

5. Talent Analytics & Reporting

• Develop and maintain talent dashboards covering:

o Talent pipeline

o Succession readiness

o HiPo movement

o Performance insights

o Attrition trends

o Leadership capability indicators

• Provide periodic talent insights and recommendations to enable leadership decision-making.

• Partner with HR Technology teams on talent systems, data accuracy, and reporting improvements.

________________________________________

Key Stakeholders

Internal:

Head – Talent Management COE | HRBPs | Business Leaders | L&D | C&B | HR Technology | Corporate Communications

External:

Leadership development partners | Assessment providers | Talent advisory firms | Employer recognition platforms

________________________________________

Qualifications & Experience

• MBA / PGDM in Human Resources from a reputed institution.

• 10– 14 years of HR experience with strong exposure to Talent Management, Performance Management, OD, or HR COE roles.

• Experience in executing enterprise talent processes including PMS, talent reviews, succession planning, and leadership development.

• Understanding of talent frameworks, assessment methodologies, and people analytics.

• Exposure to HR technology platforms (SAP SuccessFactors / Workday / equivalent) preferred.

• Strong stakeholder management, execution discipline, analytical orientation, and ability to work with senior leaders.

Key Responsibilities

1. Performance Management & PMS Excellence

• Drive end-to-end execution of the annual PMS cycle including goal setting, mid-year reviews, year-end assessments, calibration, moderation, and communication.

• Manage PMS governance calendar, dashboards, compliance tracking, and stakeholder coordination across IBUs.

• Support calibration forums by preparing insights, analytics, and ensuring consistency of performance outcomes.

• Partner on PMS process improvements, technology enhancements, workflow optimisation, and reporting requirements.

• Build performance insights to support talent, rewards, and workforce decisions.

________________________________________

2. Talent Reviews & Succession Planning

• Execute annual talent review and 9-box processes in partnership with Business Leaders and HRBPs.

• Support identification and segmentation of critical talent, HiPos, emerging leaders, and talent pools.

• Maintain talent dashboards and heat maps highlighting capability strength, readiness, and talent risks.

• Support succession planning for critical roles through readiness assessment, successor identification, and development actions.

• Enable integration between performance outcomes, talent reviews, succession, and internal mobility.

________________________________________

3. Leadership Development & Talent Programmes

• Support design and execution of leadership development journeys across manager, mid-level, and leadership populations.

• Coordinate flagship talent programmes, mentoring, coaching, and development interventions.

• Track programme effectiveness through participation, capability improvement, movement, retention, and business impact metrics.

• Support IDP frameworks and development planning for HiPo and critical talent segments.

________________________________________

4. Culture & Organisational Health

• Support culture initiatives through employee listening insights, engagement data, GPTW inputs, and organisational health metrics.

• Drive execution of culture activation initiatives including manager connects, leadership engagements, and employee experience interventions.

• Support employer recognition programmes including GPTW and workplace benchmarking submissions.

________________________________________

5. Talent Analytics & Reporting

• Develop and maintain talent dashboards covering:

o Talent pipeline

o Succession readiness

o HiPo movement

o Performance insights

o Attrition trends

o Leadership capability indicators

• Provide periodic talent insights and recommendations to enable leadership decision-making.

• Partner with HR Technology teams on talent systems, data accuracy, and reporting improvements.

________________________________________

Key Stakeholders

Internal:

Head – Talent Management COE | HRBPs | Business Leaders | L&D | C&B | HR Technology | Corporate Communications

External:

Leadership development partners | Assessment providers | Talent advisory firms | Employer recognition platforms

________________________________________

Qualifications & Experience

• MBA / PGDM in Human Resources from a reputed institution.

• 10– 14 years of HR experience with strong exposure to Talent Management, Performance Management, OD, or HR COE roles.

• Experience in executing enterprise talent processes including PMS, talent reviews, succession planning, and leadership development.

• Understanding of talent frameworks, assessment methodologies, and people analytics.

• Exposure to HR technology platforms (SAP SuccessFactors / Workday / equivalent) preferred.

• Strong stakeholder management, execution discipline, analytical orientation, and ability to work with senior leaders.

Read more

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