Program Manager, Performance Management System (Human Resource Unit) at CEGIS Foundation

Mumbai, maharashtra, India -

Full Time

Start Date

Immediate

Expiry Date

04 Aug, 26

Salary

0.0

Posted On

06 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Performance Management, eHRMS, Project Management, Stakeholder Engagement, Data Analytics, Change Management, Public Administration, KPI Drafting, Goal Setting, Systemic Thinking, Human Resource Management, Research and Analysis, Mentoring, Strategic Planning, Marathi Proficiency, English Proficiency

Industry

Public Policy

Description

1. Position Job Title: Program Manager, Performance Management System (Human Resource Unit) Reporting to: Senior Program Manager, HRU Location: Mumbai, Maharashtra Experience: 5-8 years 2. About CEGIS Foundation Centre for Effective Governance of Indian States (CEGIS – pronounced See-Jis) aims to improve lives by helping Indian state governments deliver better development outcomes. We believe that the most impactful lever for accelerating national development is to improve governance and state capacity to better deliver core public services at scale. Informed by cutting-edge research and evidence as well as a practical orientation toward implementable ideas, CEGIS works with state governments in India to enable a transformative improvement in their functioning. CEGIS's vision and Theory of Change (ToC) are an outcome of extensive research done by Prof. Karthik Muralidharan (CEGIS Co-Founder and Scientific Director) and outlined in his multiple award-winning, national bestselling book Accelerating India's Development, and enabled by strategic philanthropic support provided by Ashish Dhawan (CEGIS Co-Founder). CEGIS Approach and Model of Functioning: CEGIS's solutions to enhance governance are co-created with state governments in a state-led way, where we focus on deep partnerships with states using an iterative cycle of think-demonstrate-document-transfer. We work closely with the top bureaucratic leadership, front-line workers and public officials in Finance, Planning, Human Resources and a few other priority line departments. Many of our solutions reflect ideas outlined in the book Accelerating India's Development, and these solutions are constantly refined based on real-time feedback and are designed to both be customised to the contexts we are working in and to create templates that can provide the starting point for replication across contexts. Our focus areas reflect evidence that key characteristics of high-performing organisations include (a) measuring outcomes through reliable, high quality data that enables goal setting and progress monitoring; (b) strategic use of personnel – competency based hiring and training, skilling, and performance appraisals to determine job assignments, pay, and promotions – to achieve the goals above; (c) strategic budgeting where resource allocation and revenue collection are based on evidence and cost-effectiveness; (d) and creating efficient systems to leverage external actors (including for-profit and nonprofit organisations). CEGIS partners with states to improve capacity by focusing on these pillars of State effectiveness, and aims to also integrate these horizontal governance improvements into integrated sectoral roadmaps to accelerate the achievement of state and national development outcomes. Internally, CEGIS is organised into solutions teams that lead the design and technical quality control of our research and evidence-backed approaches to improving governance and state capacity; delivery" teams that lead state-facing work to contextualise the solutions, and support governments in implementing them; and enablement teams that enable the organisation to function smoothly. CEGIS@6 to CEGIS@10: Building on momentum to catalyse national development Since its incorporation in 2019, CEGIS has gained significant momentum in building strong collaborations with state government(s) as a trusted partner who can provide both thought leadership and implementation support on key governance reforms. CEGIS's position as a non-profit that does not take any funding from the government (other than in-kind contributions of office space/staff) has been a key enabler in earning this trust. Beginning with 1 state government engagement in 2019, today CEGIS is working across 9 Indian states (Assam, Chhattisgarh, Delhi, Karnataka, Maharashtra, Odisha, Tamil Nadu, Telangana, and Uttar Pradesh). We also partner with union agencies/ministries such as the Capacity Building Commission, Ministry of Women & Child Development (MoWCD), and Ministry of Statistics & Programme Implementation (MoSPI) to share insights from our state-level work to inform national-level guidelines and dissemination to other states. Finally, we also take on selected work at the district level to design and test implementation templates. From a small group of founding members, we have grown to become a team of 150+ members located across the country, and expect to grow to over 200 in the coming year. Led by a former senior civil servant with deep governance experience, state and solution team leads with decades of domain expertise, and enabling functions led by professionals with considerable corporate experience, the team at CEGIS brings together knowledge and experience that spans various sectors – from development economics, research, governance, management consulting, and social entrepreneurship. Over the last 6 years, CEGIS has also garnered support for our vision and theory of change from several foundations and philanthropists whose partnership has enabled us to build our organisational capacity as well as continue to experiment and improve our solution design to augment state capacity and governance. With the rapidly growing demand for CEGIS's offerings, CEGIS is well-positioned to play a key role in accelerating India's development. To explore what the mission of CEGIS is and the impact we hope to have, please take a look at this video of our CEO, Dr Vijay Pingale. 3. About the Personnel Management Vertical We believe that empowered, equipped and future-ready public officials are crucial to achieving citizen-centric service delivery. We work with central, state, and local governments to actualise their human capital by improving human resource (HR) management practices and organisational effectiveness using a competency-driven approach. We believe that supporting governments in undertaking these reforms will improve execution capacity and provide a fulfilling career journey for public officials. The competency-driven approach focuses on the knowledge, skills, and attitude required for specific government roles. By adopting this approach, CEGIS aims to clarify the work officials do and empower them to achieve better results. This translates to a shift in accountability – from simply following processes to delivering tangible outcomes. The Personnel Management team achieves this through three key workstreams. Competency-Based Recruitment: Ensuring the right people are selected for the job and bringing the necessary competencies (knowledge, skills, and attitude) on board from the outset. Competency-Based Learning & Development: Equipping public officials with the ongoing training and development they need to excel in their roles. Performance Management Systems: Evaluating and improving individual and team performance based on achieving defined goals, not just by adherence to procedures. Through these efforts, the Personnel Management team strives to bring enhanced clarity and effectiveness to government work in India. By empowering officials with the right skills and holding them accountable for achieving desired outcomes, CEGIS is paving the way for a more efficient and impactful government service. Engagement in Maharashtra (GoHRM) and About HRU Maharashtra's vision under Viksit Maharashtra 2047 aims to increase life expectancy to 85+ through expanded healthcare infrastructure, preventive care, and data-driven innovation. Primary healthcare will be strengthened through Ayushman Arogya Mandirs, expanded sub-centres and PHCs, and improved recruitment and incentives for healthcare workers. Goal-Oriented Human Resource Management (GoHRM) aims to improve HR management by linking individual competencies with organisational goals through aligned goal-setting, learning systems, and performance management. The Human Resource Unit (HRU) serves as the anchor for this effort, acting as a state-led institutional mechanism to drive competency-based learning and performance systems. The scope of work would include: Strengthening Goal–Competency–Learning Alignment Integrating Learning, Assessment, and Performance Systems Institutionalisation through HRU-led Governance Strengthening Training Ecosystem and Digital Infrastructure These GoHRM interventions in Maharashtra aim to create an integrated, data-driven HR ecosystem where goal setting, competency development, learning systems, and performance management are tightly linked and institutionally sustained through state-owned mechanisms. This will allow CEGIS to drive sustainable, competency-based capacity building and improved service delivery and health and nutrition outcomes at scale. 4. Position Summary We are seeking an experienced and dynamic Program Manager – Performance Management System (PMS) to design and drive strategic initiatives around performance management, specifically leveraging an Electronic Human Resource Management System (eHRMS) within a government framework. This role aims to ensure that the eHRMS streamlines HR processes and aligns with the government's objectives for efficiency, accountability, and transparency in public sector performance. The ideal candidate will understand competency as a concept and its wide application in performance management. The candidate must also possess deep knowledge and understanding of how technology can be used in performance management in government systems. The candidate is expected to have a proven track record of applying principles of systemic thinking and change management and to have developed compelling knowledge resources to advocate novice frameworks and concepts. 5. Roles and Responsibilities Design and Implementation of Performance Management Frameworks Lead the development of department-specific performance management frameworks aligned with public service delivery outcomes and state priorities. Translate roles and responsibilities into measurable indicators and goal-setting mechanisms for government officials at all levels. Ensure seamless integration of PMS frameworks with platforms like eHRMS to enable real-time tracking of contributions and progress. Pilot and iterate PMS models in select departments to inform scalable solutions and refine system design. Develop tools such as goal-setting templates, self-assessment forms, manager evaluations, and data dashboards. Research and Data Analytics Develop performance dashboards and reporting tools within eHRMS to provide decision-makers with insights on workforce productivity, employee engagement, and resource allocation. Use eHRMS data analytics to highlight areas where government departments excel or underperform and propose strategic interventions. Conduct secondary research and comparative studies to benchmark and advance performance management practices in public administration. Conceptualise and perform research and analysis on data gathered during the program; present the program's outputs in the form of reports, whitepapers, and other collaterals. Project and Team Management Maintain project trackers, documentation systems, and communication plans to ensure clarity, alignment, and accountability across workstreams. Support the Senior Program Manager in tracking project milestones, identifying risks and dependencies, and reporting progress to CEGIS and state leadership. Lead and mentor a team of associates, providing work planning, quality control, and developmental support to ensure timely, high-quality delivery. Stay abreast of national guidelines (e.g., Mission Karmayogi), emerging HR tech trends, and data governance norms to enhance system design. Actively participate in internal capacity-building workshops to enhance your practice in L&D implementation aligned with organisational standards. Stakeholder Engagement and Coordination Act as a liaison between government HR, IT, and performance management units to ensure smooth implementation and use of the eHRMS platform. Engage external vendors and technology providers to ensure the eHRMS system meets public-sector needs. Collaborate with ministries, state departments, and public sector units to identify performance gaps and inform the creation of action plans for improvement. Facilitate regular workshops, review meetings, and system walkthroughs with CBUs and other key stakeholders. Share insights with the broader HRU team to align PMS work with learning and development reforms, creating integrated solutions. Maintain relationships with all stakeholders by creating periodic updates through documents, presentations, etc. 6. Education and Experience Degree in Human Resources, Business Administration, Management, Public Policy, Social Work or a related field. 5 to 8 years of experience in a high-performing environment, focusing on project management/ technology consulting, etc., preferably within the Indian government ecosystem Prior performance management and/ or HR strengthening experience in the development sector, preferably with governments. Candidates with exposure to the Health or Nutrition Sector will have an added advantage. 7. Required Competencies The competencies required to perform the above-mentioned roles and responsibilities are as follows: Domain Competencies Public Administration Understanding: Understands India's governance and policy landscape to ensure solutions are contextually relevant and aligned with governmental priorities Performance Management Solution Design: Understands the concept and components of performance management and applies user-centric insights to support tasks such as goal setting, KPI drafting, and existing systems of performance tracking Organisational Capacity and Systems: Analyses organisational performance to drive sustainable improvements in capacity and efficiency Functional Competencies Project Management: Skilled in planning, resource allocation, risk management, documentation and delivering results aligned with organisational objectives Analytical Acumen: Ability to assess patterns, synthesise insights to inform decisions Communication and Knowledge Practices: Communicates ideas clearly across formats and captures knowledge for dissemination Behavioural Competencies Developing People: Guides and mentors the team to support professional development. Learning Orientation: Seeks feedback, reflects on gaps, and fosters a culture of adaptability and continuous improvement within the team Collaboration: Builds trust with stakeholders and fosters collaboration and alignment through clear, consistent engagement 8. Role Logistics The role will be based out of Mumbai, Maharashtra Language Proficiency in Marathi and English Remuneration will be competitive with Indian philanthropy and social-sector pay scales, depending on the candidate's experience level. CEGIS is an equal employment opportunity employer. All qualified applicants will be considered for employment and will not be discriminated against on the basis of race, colour, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, ancestry, or national or ethnic origin. 9. Pre-reads for the application process Please go through the following materials before sending in your application. CEGIS Overview A glimpse into life at CEGIS - CEGIS Retreat 2024 State Capacity, Governance, and Public Systems — Prof. Karthik Muralidharan on Seen & Unseen with Amit Varma – on education, healthcare, federalism and state capacity, and bureaucracy in India. CLOP Initiative website Go-HRM: Goal-oriented approach to human resource management (GO-HRM) Karmayogi Bharat website You are also strongly encouraged to read Prof. Karthik Muralidharan's book Accelerating India's Development: A State-Led Roadmap for Effective Governance (especially Chapters 1, 4, 5, 6, 10, and 11), which informs much of CEGIS's work and theory of change. Recommended listening: Karthik Muralidharan Episodes on SparX by Mukesh Bansal: Podcast Episode 1, Podcast Episode 2, Podcast Episode 3. Karthik Muralidharan: India's Roadmap for Effective Governance — FED Dialogues: Podcast Episode. Karthik Muralidharan on Making Governance More Effective — Sushasan | Podcast.

Responsibilities

Design and implement department-specific performance management frameworks integrated with eHRMS to improve public sector accountability. Lead data analytics for workforce productivity and coordinate with government stakeholders to align HR systems with state priorities.