Group Performance Manager at CapitalSage Technology Limited

JOB PURPOSE

• The Group Performance Manager is responsible for the effective execution, governance, and continuous improvement of CapitalSage Holdings' existing Performance Management Framework across the Group.
• The role ensures that the performance management process is consistently implemented across subsidiaries and functions, from goal setting and KPI alignment through performance reviews, calibration, feedback, performance improvement, performance review appeals and final performance outcomes.
• The Group Performance Manager will ensure that performance assessments are objective, evidence-based, transparent, consistent, and aligned with business priorities. The role will provide management with meaningful performance insights, facilitate performance calibration and moderation, support the resolution of performance review appeals, and ensure that performance outcomes appropriately inform talent, reward, development, and succession decisions.

KEY RESPONSIBILITIES

Performance Management Framework Implementation

• Drive the effective implementation of the existing Group Performance Management Framework across all subsidiaries and functions.
• Ensure that Business CEOs/MDs, Business Heads, Functional Heads, managers, and employees understand performance management requirements, timelines, processes, and expectations.
• Coordinate the annual Group performance management calendar.
• Ensure timely completion of all stages of the performance cycle.
• Ensure consistent application of the approved performance management process across businesses and functions.
• Identify implementation gaps and recommend improvements to Group HR leadership.
• Maintain accurate records and documentation relating to the performance management process.

Goal Setting & KPI Cascading

• Coordinate the cascading of Group and business objectives into departmental, team, and individual performance objectives.
• Partner with Business Heads and HR Business Partners to ensure employee objectives are aligned with approved business priorities.
• Review performance objectives for clarity, relevance, measurability, and appropriate weighting.
• Ensure KPIs are appropriately differentiated based on role, level, function, and business.
• Support managers in developing meaningful, outcome-focused performance objectives.
• Identify poorly defined, duplicated, unrealistic, or misaligned KPIs and facilitate appropriate correction.
• Ensure agreed objectives are properly documented within the approved performance management system.

Performance Review Cycle Management

• Coordinate quarterly, mid-year, and annual performance review processes in accordance with the Group framework.
• Ensure managers and employees complete performance reviews within approved timelines.
• Provide guidance to managers on objective performance assessment and effective performance conversations.
• Review performance submissions for completeness, consistency, and compliance with approved requirements.
• Identify significant inconsistencies or anomalies in performance assessments and escalate appropriately.
• Support HR Business Partners and business leaders in resolving performance management challenges during the review cycle.
• Ensure performance documentation is complete, accurate, and appropriately maintained.

Performance Calibration & Moderation

• Design and coordinate Group-wide performance calibration exercises.
• Facilitate calibration sessions with Business CEOs/MDs, Business Heads, Functional Heads, and HR leadership.
• Ensure performance ratings are applied consistently across businesses, functions, and organizational levels.
• Analyse performance-rating distributions and identify unusual patterns, inconsistencies, or potential rating bias.
• Challenge ratings that are not sufficiently supported by documented evidence or agreed performance outcomes.
• Facilitate moderation of ratings where appropriate, in line with the approved Performance Management Framework.
• Ensure calibration discussions consider both what was achieved and how it was achieved.
• Maintain records of calibration outcomes and approved changes to performance ratings.
• Ensure final performance outcomes are fair, consistent, evidence-based, and aligned with the Group's performance philosophy.
• Provide management with insights from calibration exercises to identify broader performance and talent trends.

Performance Analytics & Insights

• Analyse performance data across the Group to identify trends, patterns, strengths, and performance gaps.
• Develop periodic performance reports and dashboards for Group HR and Executive Management.
• Analyse performance outcomes by business, function, grade, department, and other relevant dimensions.
• Identify trends in high performance, underperformance, rating distributions, performance improvement cases, and talent movement.
• Provide insights into areas requiring management intervention.
• Analyse the relationship between employee performance and business outcomes.
• Provide evidence-based recommendations to support talent, reward, development, succession, and workforce decisions.
• Develop early-warning insights on persistent underperformance or performance-management risks.

Performance Improvement

• Partner with HR Business Partners and line managers to address persistent underperformance.
• Support the development and implementation of Performance Improvement Plans (PIPs) in line with approved policy.
• Ensure performance improvement objectives are specific, measurable, realistic, and time-bound.
• Track progress and outcomes of formal performance improvement interventions.
• Provide managers with guidance on appropriately documenting performance concerns.
• Analyse recurring performance gaps to determine whether they relate to capability, resources, role clarity, management, behaviour, or organizational factors.
• Recommend appropriate interventions including coaching, training, role clarification, job redesign, reassignment, or other management actions where appropriate.
• Ensure performance improvement processes are fair, properly documented, and consistently applied.

Performance Governance & Compliance

• Ensure compliance with the approved Group Performance Management Framework and related policies.
• Establish appropriate controls around the performance management cycle.
• Ensure performance decisions are supported by appropriate documentation and evidence.
• Identify inconsistencies in the application of performance processes across businesses.
• Conduct periodic reviews of performance management process compliance.
• Ensure confidentiality and appropriate access controls over performance information.
• Maintain accurate performance records for management, audit, and employee-reference purposes.
• Ensure performance processes are implemented in accordance with applicable employment policies and regulations.

Manager & Employee Performance Capability

• Develop and deliver training and guidance for managers on effective performance management.
• Train managers on goal setting, KPI development, performance feedback, assessment, rating, calibration, difficult performance conversations, and documentation.
• Support employees in understanding the Group's performance expectations and processes.
• Promote a culture of continuous performance feedback rather than limiting performance discussions to formal review periods.
• Provide practical guidance to managers dealing with complex performance situations.
• Identify recurring manager capability gaps and recommend targeted interventions.

Continuous Improvements

• Evaluate the effectiveness of the existing Performance Management Framework based on implementation experience, business needs, and feedback from managers and employees.
• Recommend improvements to performance processes, tools, documentation, and governance.
• Identify opportunities to improve fairness, transparency, employee experience, manager capability, and business alignment.
• Use insights from calibration exercises, performance review appeals, performance outcomes, and employee feedback to improve the overall performance management process.

QUALIFICATIONS & EXPERIENCE

• Bachelor's Degree in Human Resources, Business Administration, Industrial Psychology, Management, Economics, Statistics, Finance, or a related discipline.
• Master's Degree or relevant professional qualification is an advantage.
• Minimum of 7–10 years' experience in Performance Management, Talent Management, HR Business Partnering, Organizational Development, HR Analytics, or a related field.
• Strong practical experience managing end-to-end performance management cycles.
• Demonstrable experience in performance calibration, rating moderation, performance improvement, and performance review appeals.
• Experience in a diversified Group, holding company, multinational, or multi-business environment is strongly preferred.
• Experience working across different business models, particularly Fintech/Financial Services, Manufacturing/FMCG, Agribusiness, or other operating businesses, will be an advantage.