Performance Manager

at  Mazars

Forvis Mazars cares about your career progression, offering individually designed career paths that help you pursue your interests, match your changing needs, and explore your true potential. We work with diverse, prestigious clients across a range of sectors and geographies, giving you the opportunity to constantly update and grow your skills for lifelong professional development.

ABOUT THE ROLE

The performance manager is responsible for leading and overseeing performance management processes to drive a high-performance culture for our people. Sitting within the People Experience team within People & Culture, Tthis role will be responsible for developing a fit for purpose approachstrategy for driving high performance across our organisation, engaging stakeholders and leading performance cyclical performance activity such as goal setting, ongoing feedback and end of year reviews.
The performance manager will be an expert in driving a high-performance culture that is embedded, with an approach that gives all team members clarity of expectationor have relevant generalist experience within a People focused or HR Business Partner role. You will work alongside the wider People Experience team to develop a strategic holistic approach to performance considering EDI and Engagement in all we do to at Mazars that embeds our culture: We do the right thing, we take responsibility, we show respect.

ROLE & RESPONSIBILITIES

• Develop and implement a performance strategy to drive a high-performance culture that is aligned to our purpose and values and embedded through key touch points in the employee lifecycle.
• Design and lead continuous improvement of performance processes, policies and tools.
• A subject matter expert who leads on our firm approach, drawing on HRBP and senior stakeholder insights, and managing interactions with key stakeholders to set out effective and commercial processes to drive high performance.
• Uses expertise to drive a strategic feedback culture. Designs and leads an approach to feedback that is embedded and drives open, transparent, and continuous feedback.
• Lead on the design and implementation of a programme to support and upskill all people managers in relation to driving high performance.
• Accountability for leading all cyclical performance process (mid-year, end of year review, goal setting and 360 feedback), working with the People Experience Advisor and People Experience Analyst to deliver high quality, clear processes and governance.
• Ownership of the competency’s framework, with a focus on embedding competencies through performance processes and working with SMEs across P&C to embed use of the framework at key moments in the performance lifecycle.
• Work with the People Experience Learning Assistant Manager to identify and address performance gaps, utilising these to develop bespoke and targeted learning content.
• Working closely with the HR Shared Services team and HRSS senior manager to review and own HRIS system amendments for annual performance forms and feedback forms.
• Work closely with the Reward Senior Manager to communicate a clear and transparent approach that sets out how performance and reward processes work together.