【コーポレート】HR Talent Development team

Positioning 

This role sits within Talent Development and leads the company-wide Performance Management (performance review operations) agenda. For Leadership&Develpoment, the role provides support and partnership to the extent needed to align with the performance cycle. 

Note: The company-wide mentoring program is out of scope for this JD; the role will partner with relevant stakeholders only when needed. 

Team Mission / Team Offering 

1) Performance Management (Core Offering) 

• Design and run the end-to-end performance cycle (e.g., annual/semiannual) from goal setting through in-cycle execution, review, and feedback. 

• Develop performance criteria, rules, and guidelines, and ensure consistent application across the company. 

• Collect, visualize, and analyze performance data and provide insights to management. 

• Serve as the primary point of contact for performance management inquiries, issue triage, and stakeholder coordination (e.g., HRBPs and business leaders). 

2) L&D Linkage (Secondary Offering) 

• Consolidate learning needs based on performance outcomes and development themes (e.g., skill gaps). 

• Partner with the L&D owner to support solution design (e.g., input for program planning, defining target audiences, and aligning on measurement). 

Role Expectations 

3.1 Primary Responsibilities (Performance Management Focus) 

• Define, implement, and operate the performance management framework aligned to individual, team, and organizational goals. 

• Plan the performance cycle and manage execution (reminders, timelines, stakeholder coordination) to ensure on-time completion. 

• Prepare and support review processes (e.g., self-review, manager review, calibration) by organizing required inputs and materials. 

• Collect and analyze performance data; visualize trends (distribution, averages, variance, differences by org/unit) and report findings to senior management. 

• Identify drivers of performance challenges (e.g., skill gaps, misalignment of evaluation criteria, process inefficiencies) and execute improvement actions. 

• Maintain governance by updating guidance, communicating key messages, and ensuring performance policies and procedures are applied consistently. 

• Provide ad-hoc support to employees and managers to improve the quality of goal setting and feedback when needed. 

3.2 Secondary Responsibilities (L&D Support) 

• Translate insights from performance reviews into learning and capability development themes and share them with the L&D owner. 

• Support the identification of development topics and target populations based on inputs such as annual interviews. 

3.3 Out of Scope 

Designing and operating a company-wide mentoring program is generally out of scope for this role. However, if temporary involvement is required due to organizational policy or resourcing changes, the role will partner with relevant stakeholders to support the work.