Manager – Performance Management & Analytics | Cipla | Mumbai

Job Description

Roles and Responsibilities:

1. Implement the Performance management process and govern the same across different geographies and functions in Cipla with a view to creating a performance-driven culture and ensuring that the best talent is attracted and rewarded.

• Implement and govern performance process for Cipla in order to ascertain the following: 
• Inculcate a strong performance orientation within Cipla 
• Attract and retain critical skills, talent, and people to lead Cipla to success. 
• Provide transparency and increase manager accountability of the performance cycle 
• Manage HRBP queries, and socialize performance management framework in this cohort

2.  Propose, implement & govern the grievance handling mechanism around performance and ensure fairness to the entire process

• After the closure of the appraisal cycle, roll out and socialize the grievance handling mechanism for employees on rating concerns
• Build processes and practices to impart fairness to the process 
• Evaluate the grievances and present to the senior management these concerns for any further corrections 
• Communication with all key stakeholders (MC members, Functional Heads & employees) regarding the process and changes

3. Propose & Roll-out out Annual Compensation revision to ensure the increments are in line with organization performance, budget, and compensation philosophy across geographies.

• Propose the annual increment approach and kitty for an FY which is in line with the reward philosophy and the manpower budget for the fiscal. 
• Finalize the increment grid for different business verticals and groups/levels in accordance with the increment approach. 
• Conduct market research in order to get a perspective of increment trends in the industry and pharma sector in India and geographies where Cipla has a presence. 
• Align HRBP and Functional Heads on the increment approach, grid for the FY. 
• Preparation of FAQ document on Annual Increment to help employees understand the context and approach.

4.  Design and oversee the implementation of Cipla’s performance management system, linked to the rewards framework, in order to drive a performance culture across the organization

• Develop and drive performance management across the organization define performance objectives, review and ensure the implementation of the program 
• Drive goals cascade / Management by Objective to ensure alignment of individual goals to the overall business goals 
• Conduct final audits of goal sheets and achievements; ensure a tight linkage and transparency between performance and rewards 
• Develop systems and procedures to increase efficiency and standardization of the performance management process 
• Support HR Business Partners and business/function heads on the interpretation and implementation of the PMS framework 
• Audit rewards and PMS processes, identify gaps, and define steps to address the gaps 
• Create a well-defines PIP process and track and govern this across the organization providing complete fairness to employees and org with regards to the meritocratic performance culture 
• Create training programs and put in place a governance framework for developing PMS champions across the organization

5. Track scorecards for different businesses and Propose & implement short-term incentive plans (Performance Bonus) to promote a culture of meritocracy, and create a linkage between Organisation and Individual performance in order to reward employees for Individual and Company success across Cipla.

• Governance and tracking of scorecards for different BUs 
• Design, Review and Revise the STI Plan with clearly defined linkage to Company, Function/Business, and Individual Scorecards. 
• Informing HRBPs on the revised scheme from time to time. 
• Preparation of FAQ document to help employees understand the pay-out calculation in a holistic manner.

6. Prepare for data submitted for Annual Report Board and NRC meetings

7. Run Analytics and provide insights on performance data for the organization

• Continuously liaison with external agencies and consultants to ensure that benchmark information on the compensation positioning is collected and compared to existing internal positions
• Support in preparing inputs related to the Rewards function for the NRC meeting
• Analyse and share insights related to performance management and the data provided by this process and share with senior management to enable them to take data-based decisions
• Support and govern information related to compensation and performance going for an annual report or any other elite platform

8. Analyse, propose, and rollout industry-leading communication practices to socialize, enable and create accountability in managers and leaders for the performance management process

• Run dipsticks post each performance cycle to understand the areas of improvement in the process or in the communication of the process
• Create impactful communication around performance philosophy and process to enable line managers to conduct the performance dialogues in an impactful and effective way
• Keep all stakeholders (MC members, Legal, Industrial relations, HR SPOCs, or other(s) as appropriate) informed and aligned before the rollout of any major change(s) in policy in order to ensure a smooth rollout.

9. Continuously benchmark best practices across the industry on the performance and rewards process and inculcate these practices suited to Ciplas context and create analytics & insights to support line managers and leaders in making data-based decisions

• Benchmark the Communication plan, automation practices, and overall process to create a robust and evolved process for the organization
• Creation of an on-the-go performance check-ins system to enable continuous feedback in the system
• Creation of real-time analytics to provide the best insights for leaders to take an informed decision on individuals performance

Desired Candidate Profile

Graduation