Performance Management Administration PIP

Role & responsibilities

1. Performance Improvement Plan (PIP) Management

• Manage end-to-end PIP operations from initiation to closure.
• Ensure PIP documentation, timelines, and action plans are

accurately tracked.

• Coordinate with reporting managers to monitor progress and update

records.

• Facilitate regular review meetings between managers and

employees on PIP.

• Maintain confidentiality and ensure compliance with internal

policies.

2. HR Operations & Documentation

• Maintain updated PIP trackers, MIS reports, and dashboards.
• Prepare monthly and quarterly reports on PIP movement and

outcomes.

• Ensure proper documentation for audits and compliance

requirements.

• Support HR policies, SOPs, and workflow enhancements related to

PIP.

3. Stakeholder Coordination

• Work closely with Talent Management, HRBP teams, and business

leaders.

• Ensure consistent communication and guidance to managers on PIP

processes.

• Provide employee support and ensure they understand the

improvement plan.

4. Compliance & Governance

• Ensure PIP execution adheres to company policies and legal

guidelines.

• Maintain high levels of data accuracy and confidentiality.
• Identify policy gaps and suggest improvements in the PIP

framework.

5. Employee Support & Engagement

• Provide clarity and counseling support to employees during the PIP

period.

• Guide employees on expectations, progress targets, and

improvement areas.

• Collaborate with Learning & Development for skill-building support.

Additional

Responsibilities

Contribute to talent management initiatives and HR operational

projects.

• Support digital HR tools and automation initiatives for PIP tracking.
• Assist in any other tasks assigned by the Head Talent

Management.

Preferred candidate profile

Qualifications

1. Bachelors or Master’s degree in HR, Business Administration, or

related field.

Experience

2. Proven , 2–5 years of experience in HR Operations / Talent

Management / HRBP.years in managerial

Functional Competencies

• 1. Strong understanding of HR policies and performance processes
• 2. Excellent communication and interpersonal skills
• 3. Ability to handle sensitive employee matters with confidentiality.
• 4. Strong MIS, Excel, and reporting skills.
• 5. Detail-oriented and highly organised.
• 6. Good coordination and stakeholder management abilities.

Behavioral Competencies

• 1. Integrity & Confidentiality:
• 2. Empathy & Employee-Centric Approach:
• 3. Stakeholder Management:
• 4. Analytical Thinking:
• 5. Problem-Solving Orientation:
• 6. Accountability & Ownership:
• 7. Time Management & Prioritization: