HR Performance Management / HR Business Manager Job Description Template
As the HR Performance Management / HR Business Manager, you will lead the development and implementation of performance management systems, drive HR strategies, and support business goals by maintaining a productive and motivated workforce. This role requires a strategic mindset and strong leadership capabilities.
Responsibilities
- Develop and manage performance management programs.
- Lead employee engagement and development initiatives.
- Collaborate with department heads to align HR strategies with business objectives.
- Conduct regular performance reviews and provide feedback.
- Design and implement HR policies and procedures.
- Monitor and analyze HR metrics to ensure compliance and effectiveness.
- Address employee grievances and work towards conflict resolution.
- Support the design and implementation of training programs.
- Ensure legal compliance by monitoring and implementing applicable HR strategies.
- Lead HR projects and initiatives as needed.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or related field.
- Minimum of 5 years experience in HR roles with a focus on performance management.
- Proven track record in developing and implementing HR strategies.
- Excellent communication and interpersonal skills.
- Strong analytical and problem-solving abilities.
- Experience with HR software and management systems.
- Ability to foster positive employee relations and a collaborative work environment.
- Strong leadership and project management skills.
Skills
- Performance Management
- Employee Engagement
- HR Strategy
- Conflict Resolution
- HR Metrics
- Policy Development
- Training and Development
- HR Software
- Analytical Skills
- Project Management
Frequently Asked Questions
An HR Performance Management/HR Business Manager is responsible for developing and implementing performance management systems, evaluating employee performance, and aligning HR policies with business strategies. They work to ensure that employee goals are aligned with organizational objectives, manage employee appraisals, and provide training and development plans. Furthermore, they collaborate with senior management to drive strategic HR initiatives that enhance productivity and employee engagement, making them a key player in facilitating a high-performing workforce.
To become an HR Performance Management/HR Business Manager, individuals typically need a bachelor's degree in human resources, business administration, or a related field. Many also pursue a master's degree or HR certifications such as SHRM or CIPD to enhance their qualifications. Gaining experience in HR roles such as HR generalist or specialist, with a focus on performance management processes, is crucial. Developing skills in strategic planning, leadership, and communication further supports career advancement into this role.
The average salary for an HR Performance Management/HR Business Manager varies based on location, industry, and experience level. Generally, individuals in this role can expect competitive compensation reflective of their strategic value to organizations. Entry-level positions might offer a starting salary that increases with experience, while those in senior roles or larger firms may command a higher salary. Compensation packages often include benefits such as bonuses, health insurance, and retirement plans.
Qualifications for an HR Performance Management/HR Business Manager typically include a bachelor's degree in human resources or a related field. Advanced qualifications such as a master's degree in HR management or business administration are advantageous. Relevant HR certifications, such as SHRM-CP or SPHR, demonstrate expertise and commitment to professional development. Additional qualifications in leadership, organizational behavior, and change management are also beneficial for this strategic role.
Key skills for an HR Performance Management/HR Business Manager include strong leadership, strategic planning, and communication abilities. They are responsible for developing and overseeing performance management frameworks, conducting employee performance appraisals, and ensuring alignment of HR policies with business objectives. Proficiency in data analysis, conflict resolution, and project management is also important. Additionally, they work closely with stakeholders to drive initiatives that support organizational growth and employee engagement, making skills in change management and business acumen essential.