About the role
We're not looking for someone to manage HR. We're looking for someone to improve the business through HR. Most HR roles revolve around policies, payroll, and employee lifecycle management. This isn't one of them. At S&P, HR is expected to influence business decisions, build performance culture, challenge leaders, create accountability, and design systems that scale with
growth.If spreadsheets, dashboards, leadership discussions, performance reviews, talent, decisions, and solving organizational problems excite you more than organizing events, keep
reading.
Mission:
- Build a performance-driven organization where every employee knows:
- What success looks like
- How performance is measured
- Where they stand
- Nearly 50% of this role revolves around Performance Management.
- You'll own the PMS for the entire organization (~175 employees), working directly with
- Department Heads and Leadership to ensure that goals aren't just created but tracked, reviewed, challenged, calibrated, and achieved.
Performance Management (Primary Responsibility)
This includes:
- Driving the complete Performance Management cycle
- Translating business objectives into measurable departmental goals
- Aligning Individual KRAs and KPIs with organizational priorities
- Coordinating monthly and quarterly performance reviews
- Validating performance scores with evidence
- Challenging inconsistencies in performance ratings
- Maintaining Excel-based performance trackers and dashboards
- Supporting merit increase and promotion discussions with data
- Working with leaders to improve accountability across functions
You'll help identify, attract and build them.
Responsibilities include:
- Leadership Hiring
- Talent Reviews
- Successor Identification
- Career Architecture
- Internal Mobility
- High Potential Identification
- Development Planning
- Employee Recognition
- Design recognition that employees actually value.
- Employee Recognition Programs
- Awards Frameworks
- Spot Recognition
- Performance-based Recognition
- Engagement initiatives linked to business outcomes and Governance & Compliance
- POSH, ISO Audits & HR Vendor Management
- Thinks analytically before emotionally
- Is comfortable questioning senior leaders respectfully
- Enjoys building trackers and dashboards
- Can influence without authority
- Is structured, process-oriented and detail-focused
- Is obsessed with accountability
- Understands both people and business
- Advanced Excel
- Performance Dashboards
- HR Analytics
- KPI & KRA Frameworks
- HRMS (greytHR)
- AI-enabled productivity tools (preferred)