Job Description
Iris Software Inc. is one of the fastest-growing IT services companies and is recognized among India's Top 25 Best Workplaces in the IT industry. The company has more than 4,300 associates across India, the USA, and Canada, delivering technology-enabled transformation services for enterprise clients in Financial Services, Healthcare, Transportation and Logistics, and Professional Services. Iris specializes in Application and Product Engineering, Data and Analytics, Cloud, DevOps, Data and MLOps, Quality Engineering, and Business Automation. Company size 4,300+ employees.
This is a full-time on-site position based in Noida. The Lead - Talent Management will be responsible for designing, developing, implementing, and continuously improving the organization's Performance Management System. The role will ensure smooth execution of half-yearly and annual performance management cycles while aligning the framework with evolving business requirements. The candidate will develop role-based KRAs, KPIs, and measurable goals, enabling managers to evaluate performance, identify development opportunities, and create employee growth plans.
The role includes managing promotion cycles across all career streams while aligning them with the company's Talent Architecture. Responsibilities include reviewing and enhancing performance policies, developing competency-based assessment models, defining competency assessment gates for career progression, creating mechanisms for specialist and leadership potential assessments, establishing leadership development frameworks, and implementing structured career development initiatives.
The selected candidate will execute the complete performance management cycle through the SAP SuccessFactors PMGM module, including goal setting, goal modification, half-yearly and annual assessments, 360-degree feedback, Get Feedback process, Individual Development Plan (IDP) completion, and continuous monitoring of measurable goals and success criteria. The role also involves creating dashboards and analytics for leadership, measuring the effectiveness of performance cycles, conducting stakeholder education and manager training programs, partnering with the Learning and Development team to identify capability-building initiatives, collaborating with Corporate Communications for performance management campaigns, advising leadership as the subject matter expert on performance and potential assessment, coordinating multiple talent management projects, managing program timelines, and working with system teams to implement SuccessFactors enhancements.
The ideal candidate should possess deep expertise in performance management framework design, performance appraisal systems, competency frameworks, leadership development, career architecture, talent management, HR analytics, dashboard creation, SuccessFactors PMGM, stakeholder management, program management, communication, and continuous process improvement.
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