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    Performance Management Manager at - Nairobi, Kenya - BURN Manufacturing

    BURN Manufacturing
    BURN Manufacturing Nairobi, Kenya

    6 days ago

    Default job background
    Full time
    Description
    BURN designs, manufactures, and distributes aspirational fuel-efficient cooking products that save lives and forests in the developing world.

    BURN has revolutionized the global cookstove sector by proving the business case for selling a high quality, locally manufactured and unsubsidized cookstoves.

    About the role

    BURN is looking for a Performance Management Manager who will work closely with the Chief Talent and Happiness officer and the senior management team to establish a clear description of each employee's role.

    They will be responsible for setting performance goals and updating them when needed. They will also be tasked with identifying, reporting, and resolving workplace or personal barriers to performance.

    Apart from working with individual employees, they may lead, develop, and inspire teams to work together toward achieving personal and company objectives.

    Duties and Responsibilities

    Define performance standards:

    Defining the performance standards and indicators that will be used to measure and evaluate the performance of employees, teams, and the organization as a whole.


    These standards should be SMART:
    specific, measurable, achievable, relevant and time-bound. They should also be aligned with BURN's vision, mission, values, and strategy.
    Communicate the performance standards clearly and consistently to all stakeholders and ensure that they are understood and accepted.


    Plan performance objectives:
    Plan the performance objectives and targets for each employee, team, and the organization as a whole. These objectives should be SMART, aligned with the performance standards, and reflect the expectations and needs of the stakeholders.

    Involve the employees and teams in setting their objectives, and provide them with the necessary resources, support, and guidance to achieve them.

    Document the performance objectives and track their progress.


    Monitor performance results:

    Monitor the performance results of each employee, team, and the organization as a whole by collecting, analyzing, and reporting on the performance data and indicators, and comparing them with the performance standards and objectives.

    Use various methods and tools to monitor performance, such as dashboards, reports, surveys, feedback forms, observations, interviews, and audits.

    Identify and address any performance gaps, issues or risks that may arise.


    Review performance outcomes:

    Conduct regular and timely performance reviews and appraisals and provide constructive and objective feedback to the employees and teams.

    Use the performance results, indicators, and data to evaluate the performance achievements, challenges, and areas for improvement of the employees, teams and the organization.

    Recognize and reward the performance successes and contributions of the employees and teams.


    Improve performance quality:
    Identify and implement performance improvement actions, initiatives and plans that will enhance performance results, outcomes, and standards.
    Use performance feedback, data, and indicators to diagnose the performance problems, root causes and solutions.

    Promote and facilitate the performance learning and development of the employees and teams and foster a culture of continuous improvement.


    Manage performance stakeholders:
    Manage the performance stakeholders of each employee, team, and the organization as a whole.

    These stakeholders include the managers, leaders, peers, customers, partners, suppliers, regulators, and others who have an interest or influence on the performance of the organization.

    Communicate and collaborate with the performance stakeholders effectively and efficiently, and ensure that they are informed, engaged and satisfied with the performance management process and system.

    Manage the performance expectations, feedback, and conflicts of the performance stakeholders.

    Skills and Experience

    A bachelor's degree in business administration, human resources, management, or a related field is required.
    5- 7 years of experience in performance management, human resources, or related areas is often required.
    Familiarity with various performance management systems and tools. This includes understanding how to implement and manage performance appraisal processes, goal setting, and feedback mechanisms.
    Strong leadership and management skills are crucial for overseeing a team and driving performance improvement initiatives.
    Excellent communication skills, both verbal and written.
    The ability to analyze performance data, identify trends, and make data-driven decisions.
    IHRM Membership.
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