HR Manager- Performance

Azizi Developments stands as one of the UAE’s leading private real estate developers. Behind our iconic projects is a high-performing corporate team that drives strategy, innovation, and growth. Our professionals, spanning finance, HR, marketing, legal, and operations, play a vital role in shaping the future of our business. We operate with a keen sense of purpose, transparency, and integrity, committed to creating value at every level. If you seek to be part of a results-oriented, fast-paced environment where your contributions truly matter, Azizi is the ideal place to advance your career.

HR Manager - Performance role is responsible for designing, implementing, and managing performance management systems. This role focuses on enhancing employee performance, aligning individual goals with organizational objectives, and ensuring compliance with record-keeping standards. The position plays a key role in driving a culture of accountability, transparency, and continuous improvement within the organization. Employee Engagement Manager is a key HR role focused on fostering a positive work environment, improving employee satisfaction, and driving productivity through initiatives that enhance workplace culture and employee well-being.

Responsibilities :

Performance Management:

• Design, implement, and continuously improve performance management frameworks and tools.
• Oversee the performance appraisal cycle, including goal setting, mid-year reviews, and annual evaluations.
• Guide managers and employees on performance evaluation processes and effective feedback mechanisms.
• Develop and monitor key performance indicators (KPIs) to assess individual and team contributions.
• Collaborate with department heads to align employee objectives with business strategies and goals.
• Facilitate performance improvement plans (PIPs) for underperforming employees and track their progress.
• Organize training sessions for managers on performance management best practices.

Employee Records Management:

• Maintain accurate and up-to-date employee records, including contracts, evaluations, and disciplinary actions, in compliance with legal and organizational policies.
• Manage the HRIS (Human Resources Information System) to ensure the integrity, confidentiality, and accessibility of employee records.
• Ensure compliance with data protection laws, labor regulations, and company policies regarding record management.
• Develop and implement policies for employee record retention, archiving, and disposal.
• Conduct periodic audits of employee files to ensure completeness and accuracy.

Reporting and Analysis:

• Generate reports on employee performance trends, training needs, and talent development progress.
• Provide insights and recommendations to senior leadership based on performance data and records analysis.
• Monitor the effectiveness of performance management initiatives and suggest improvements.

Policy Development and Implementation:

• Develop and update policies related to performance management and records in line with organizational and legal requirements.
• Communicate policies to employees and managers, ensuring understanding and adherence.

Employee Development and Engagement:

• Identify training and development needs through performance data analysis.
• Collaborate with the Learning & Development team to design programs that address skill gaps.
• Promote a performance-driven culture through recognition programs and career growth opportunities.

Employee Engagement Strategies:

• Develop and implement programs to boost morale, motivation, and retention.
• Conduct surveys (e.g., pulse checks, engagement surveys) to assess employee sentiment.
• Analyze feedback and recommend action plans.
• Identify trends in turnover and recommend retention strategies
• Collaborate with HR and leadership to address engagement challenges.
• Support career development and employee growth opportunities.

Culture & Communication:

• Promote company values and a positive workplace culture.
• Organize team-building activities, recognition programs, and wellness initiatives.
• Facilitate internal communications (newsletters, town halls, feedback channels).

Retention & Development:

• Identify trends in turnover and recommend retention strategies.
• Collaborate with HR and leadership to address engagement challenges.
• Support career development and employee growth opportunities.

Performance & Recognition:

• Design reward and recognition programs to celebrate achievements.
• Work with managers to reinforce positive behaviors and engagement best practices.

Data-Driven Insights:

• Track engagement metrics (e.g., eNPS, turnover rates, participation in programs).
• Report findings to leadership with actionable recommendations.