Senior Manager-Performance Management and Skills Audit Specialist

About the Role
We are a leading consulting firm seeking an experienced Senior HR Manager with deep expertise in Performance Management, Skills Audit, and Reporting to drive strategic HR initiatives. The ideal candidate will have a proven track record of optimizing workforce performance, conducting comprehensive skills audits, and delivering data-driven insights to enhance organizational effectiveness.

Key Responsibilities
1. Performance Management Frameworks:
•Design, implement, and continuously improve performance management systems that drive high performance and align with organizational goals.
•Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development.

2. Skills Audit & Competency Mapping:
•Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs.
•Develop and maintain competency frameworks that align with strategic business objectives and support career progression.

3. Talent Assessment & Development Planning:
•Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations.
•Translate assessment outcomes into individual and organizational development plans to enhance workforce capability.

4. Workforce Planning:
•Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives.
•Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies.

5. Project Management of Initiatives:
•Manage end-to-end projects related to performance management cycles, skills audits, workforce planning, and development programs.
•Ensure projects are delivered on time, within scope, and aligned with organizational priorities, applying best practices in project management.

6. HR Analytics & Workforce Reporting:
•Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities.
•Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions.
•Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams.

7. Continuous Improvement & Best Practices:
•Benchmark internal practices against industry standards to recommend and implement improvements and ensure compliance with labor laws and best practices in talent management.
•Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics.
8. Stakeholder Engagement & Advisory:
•Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives.
•Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.

Educational/Professional Background
• Bachelor’s degree in human resources, Psychology, and Business Administration, or a related field. A master’s degree is a plus.
• Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment.
• Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory.
• Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies.
• Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance.
• Exposure to change management and organizational design initiatives is an advantage.

Knowledge
• Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development.
• In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks.
• Advanced competence in HR analytics, workforce reporting, and using data to drive strategic HR and business decisions.
• Understanding of workforce planning, skills assessment methodologies, and competency frameworks.
• Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building.
• Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration.
• Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management.
• Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage.