Assistant Manager – Career Development & Performance Management

Position Overview:

As Manager – Career Development & Performance Management, you will be responsible for

building and running GIVA’s career-growth and performance ecosystem. Your primary objective

will be to provide employees with clear career paths, enable internal mobility, standardize role-wise

KRAs, and drive a consistent Performance Management System (PMS) across

departments—ensuring transparency, fairness, and strong feedback culture as GIVA scales.

Key Responsibilities:

1. Career Development & Internal Mobility

• Act as the first point of contact for HO employees on career growth, role changes, and

progression planning

• Conduct structured career conversations and create Individual Development Plans (IDPs)

with 6–12 month milestones

• Enable internal mobility (lateral/vertical moves): readiness assessment, skill-gap mapping,

stakeholder alignment, and documentation

• Maintain a “ready-now/ready-soon” internal talent pool by function and level

2. PMS & KRA Governance

• Own end-to-end PMS cycles (goal setting, check-ins, reviews, timelines, tools, and compliance)

• Partner with department heads/managers to define role-wise KRAs aligned to business outcomes

• Ensure goal quality (measurable, outcome-focused) and consistency across departments

• Track PMS completion, documentation quality, and rating hygiene; publish simple

dashboards/insights

3. Manager Enablement & Feedback Quality

• Coach and enable managers on goal setting, performance conversations, and high-quality

feedback practices

• Create toolkits/checklists for reviews to reduce bias and “surprise” ratings at year-end

• Run manager clinics to improve differentiation, documentation, and capability-based

development conversations

4. Capability Mapping & L&D Linkage

• Build capability maps/skill matrices for HO role families (Tech, Brand, Design, Ops, Finance,

etc.)

• Convert skill gaps into structured learning pathways (projects, mentoring, shadowing, workshops,

courses)

• Partner with L&D to ensure learning programs map to career levels and role readiness

5. Stakeholder Liaison & Calibration (Fairness Anchor)

• Act as liaison between employees and managers to ensure clarity and fair resolution in

career-related cases

• Facilitate calibration and ensure evidence-based, consistent outcomes

• Share quarterly insights on talent risks, internal mobility trends, capability gaps, and manager

effectiveness

Qualifications and Skills:

• 6–10 years experience in Talent Management / Org Development / PMS / L&D (career

framework exposure preferred)

• Hands-on experience in KRA design, PMS cycles, and performance governance

• Strong stakeholder management (ability to influence managers and department heads)

• Excellent documentation, process design, and analytical skills

• Coaching mindset, high discretion/confidentiality, and comfort operating in a fast-scaling

environment