Assistant Manager – Career Development & Performance Management

Position Overview:

As Manager Career Development & Performance Management, you will be responsible for

building and running GIVAs career-growth and performance ecosystem. Your primary objective

will be to provide employees with clear career paths, enable internal mobility, standardize role-wise

KRAs, and drive a consistent Performance Management System (PMS) across

departmentsensuring transparency, fairness, and strong feedback culture as GIVA scales.

Key Responsibilities:

1. Career Development & Internal Mobility

Act as the first point of contact for HO employees on career growth, role changes, and

progression planning

Conduct structured career conversations and create Individual Development Plans (IDPs)

with 612 month milestones

Enable internal mobility (lateral/vertical moves): readiness assessment, skill-gap mapping,

stakeholder alignment, and documentation

Maintain a ready-now/ready-soon internal talent pool by function and level

2. PMS & KRA Governance

Own end-to-end PMS cycles (goal setting, check-ins, reviews, timelines, tools, and compliance)

Partner with department heads/managers to define role-wise KRAs aligned to business outcomes

Ensure goal quality (measurable, outcome-focused) and consistency across departments

Track PMS completion, documentation quality, and rating hygiene; publish simple

dashboards/insights

3. Manager Enablement & Feedback Quality

Coach and enable managers on goal setting, performance conversations, and high-quality

feedback practices

Create toolkits/checklists for reviews to reduce bias and surprise ratings at year-end

Run manager clinics to improve differentiation, documentation, and capability-based

development conversations

4. Capability Mapping & L&D Linkage

Build capability maps/skill matrices for HO role families (Tech, Brand, Design, Ops, Finance,

etc.)

Convert skill gaps into structured learning pathways (projects, mentoring, shadowing, workshops,

courses)

Partner with L&D to ensure learning programs map to career levels and role readiness

5. Stakeholder Liaison & Calibration (Fairness Anchor)

Act as liaison between employees and managers to ensure clarity and fair resolution in

career-related cases

Facilitate calibration and ensure evidence-based, consistent outcomes

Share quarterly insights on talent risks, internal mobility trends, capability gaps, and manager

effectiveness

Qualifications and Skills:

610 years experience in Talent Management / Org Development / PMS / L&D (career

framework exposure preferred)

Hands-on experience in KRA design, PMS cycles, and performance governance

Strong stakeholder management (ability to influence managers and department heads)

Excellent documentation, process design, and analytical skills

Coaching mindset, high discretion/confidentiality, and comfort operating in a fast-scaling

environment