People Performance Manager Umhlanga

BRIEF DESCRIPTION:-

The Group People Performance Manager is responsible for enhancing people performance across the organization by developing and implementing performance management, onboarding, learning, succession planning, and culture strategies. Key responsibilities include creating a robust performance management system, developing onboarding standards, leading learning and capability initiatives, managing talent and succession, embedding organizational culture, and driving continuous improvement through people analytics. The role requires a bachelor’s degree in a relevant field, at least ten years of HR or organizational development experience, and a proven track record in performance management and competency-based learning.

Job Title: Group People Performance Manager Company: International Facilities Services

Salary: Market Related Job Type: Permanent Sectors: Human Resources Property Reference: 208357

Reference: 208357

Vacancy Details Employer: International Facilities Services

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**Position Overview**

The Group People Performance Manager will be responsible for enhancing people performance across the organization.

Performance management, onboarding, learning, succession planning, and culture are interconnected stages of the employee journey. Integrating these functions under a single leadership role ensures cohesive employee experiences and operational outcomes that align with people strategy.

This role encompasses both strategic and operational duties for: achieving the Group’s strategic learning objectives, emphasizing competency development; creating a robust succession pipeline for key roles; and establishing an effective performance management system throughout the Group.

**Key Responsibilities**

1. **People Performance Strategy and Site Performance Methodology** - Develop and refine the Group Performance Management Framework to ensure alignment between individual, site, departmental, and organizational performance. - Establish and enforce Group site performance methodology encompassing job and service standards, competency requirements, on-the-job coaching, and practical assessments tailored for unskilled and semi-skilled workforces. - Implement and maintain the performance management system, PerformYard, ensuring practicality at the site level and for management roles. - Align performance systems with strategic business and client service objectives. - Equip site supervisors and managers to set expectations, provide feedback, and manage daily performance. - Monitor and analyze performance reviews, linking people performance to service quality, client satisfaction, safety, and productivity outcomes. - Ensure performance outcomes inform development, succession, and reward decisions.


2. **Onboarding** - Own Group onboarding standards and processes from the moment a new employee joins the organization. - Design and maintain onboarding standards for site-based and management employees. - Ensure onboarding builds necessary competencies, service standards, safety behaviors, and values. - Reduce new site employee time-to-competency through structured induction, buddy, and coaching systems, and early performance check-ins. - Monitor onboarding completion, effectiveness, and early-tenure retention.


3. **Learning and Organisational Capability** - Provide strategic and operational leadership for learning and capability development, ensuring achievement of the Group’s strategic learning targets. - Develop and deliver the Group Learning Strategy focused on defined role competencies and service standards. - Maintain a comprehensive understanding of the learning and development landscape in each country where IFS operates. - Ensure learning programs meet in-country regulatory and client contractual requirements. - Design practical, on-the-job, visual, multilingual learning for an unskilled and semi-skilled workforce. - Lead and develop Training Managers. - Track and report on competency attainment targets by role, site, and country. - Drive supervisory and leadership development initiatives. - Ensure learning supports performance improvement and succession planning. - Drive continuous improvement in learning design, delivery, measurement, and return on investment.


4. **Talent and Succession** - Build and sustain the capability pipeline to support business growth, aligning with national content strategies and targets. - Design and maintain succession planning frameworks for key roles. - Identify critical roles and succession risks. - Facilitate talent review processes. - Develop leadership pipeline strategies with clear progression pathways. - Monitor bench strength and readiness. - Align talent development with future workforce requirements. - Support strategic workforce planning initiatives.


5. **Organisational Culture** - Own the Group Culture Framework to consistently embed organizational values across the employee lifecycle. - Develop culture initiatives aligned with business strategy and a world-class service ethos. - Embed organizational values through onboarding, performance management, leadership development, and learning. - Support leaders in driving culture within their teams and on site. - Monitor employee engagement and culture indicators. - Partner with the Group Campaigns and Content Manager to reinforce organizational values through internal communication.


6. **Functional Leadership** - Lead and develop the People Performance function across the Group. - Provide strategic leadership to direct reports. - Set departmental priorities and targets. - Build capability within the function. - Drive collaboration across specialist teams and with operations. - Ensure consistent service delivery and Group standards. - Promote innovation and continuous improvement.


7. **People Analytics and Continuous Improvement** - Establish people performance metrics. - Monitor organizational capability and competency indicators. - Produce Executive-level reporting and dashboards. - Identify organizational trends and improvement opportunities. - Drive continuous improvement across all people performance processes. - Measure the effectiveness of learning, succession, onboarding, performance management, and culture initiatives.

**Qualifications** - Bachelor’s degree in Human Resources, Industrial Psychology, Business Management, or a related discipline. - Professional HR registration is an advantage. - A qualification in learning and development, assessment, or training practice is an advantage.

**Experience** - At least ten years of progressive experience in HR, organizational development, or learning. - Significant experience in organizational performance management, including at operational or site level. - Proven track record of improving the performance of large unskilled and semi-skilled workforces. - Experience designing and implementing competency-based learning strategies and meeting learning targets. - Working knowledge of skills development and training regulatory frameworks across multiple African countries. - Demonstrated success in succession planning and talent management. - Experience leading multidisciplinary HR or learning teams. - Experience operating across multiple countries or regions. - Experience supporting operational businesses in mining, facilities management, hospitality, oil and gas, or similar industries is an advantage.

Preference will be given to internal applicants and appointments that support the achievement of our Employment Equity and Affirmative Action goals.