Senior Manager Performance Enablement

Senior Manager Performance Enablement

  

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2-3 days per week from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know diverse backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

   

The Senior Manager of Performance Enablement is responsible for implementing the quarterly performance assessment and career development conversations globally. This role is critical in driving performance experience for all team members at HPE, fostering a high-performance culture where every team member is empowered to reach their full potential. By setting Bold Goals, providing regular coaching and feedback, and enabling development opportunities, we create an environment where excellence is the standard and career growth is a reality.

Responsibilities:

• Lead team to project manage the Performance Enablement and My Success Plan (MSP) cycles - Bold Goal setting, Performance Snapshots, Performance Evaluations, Performance Differentiation, MSP conversations, People Leader Effectiveness Survey, and Performance& Rewards conversations
• Partner with the SDXI team to build and update Workday design and reporting requirements based on the enhanced business processes
• Engage employee relations and country HR to complete the Works Council I&C process promptly for each performance cycle
• Collaborate with the MOC lead to develop a comprehensive MOC plan, engagement approach, and timeline
• Provide oversight on creating and updating collaterals of each performance enablement process and MSP conversations. Review materials and obtain sign-off from the HR Enablement team before published
• Plan and prepare content for the bi-weekly and monthly stakeholder updates, i.e., HR Office Hour, Sponsor's meeting, HR Forum, HRLT, etc.
• Responsible for implementing WD enhancements and testing, including building test cases for each process, orchestrating the UAT process, and taking quick actions as needed
• Design post-cycle feedback surveys/experience surveys and partner with the Survey team to implement the surveys
• Partner with the Analytics team to define success measures of the program and generate analytics for the leadership team and relevant stakeholders
• Responsible for the governance and operations of the performance enablement function, i.e., Maintaining & updating MSP & performance enablement content on the Career Hub website and HR Corner, updating training content for people leaders and team members, audit, updating AskHR knowledge article, etc.
• Collaborate with cross-functional stakeholders for input and feedback on process improvements
• Provide training to PLHRS and AskHR lead agents on performance enablement processes

Education and Experience Required:

• Deep expertise in performance management, or exposure to performance management.
• 2 + years of leadership experience

• 10+ years of experience in HR or Talent Management
• Previous experience within Project Management or leading cross functional project teams
• Previous experience within organizational change management

Knowledge and Skills:

• Strong project management and effective follow-up
• Ability to lead, coach, and engage the team
• Ability to influence and make sound decisions and pivot quickly as needed
• Have a proven track record of being agile and able to manage complex situations as issues arise
• Ability to collaborate well with people of different personalities and backgrounds.
• Strong knowledge of performance management principles, and practices, tools is preferred
• Fast learner – Willing to learn the performance enablement process and able to translate it to Workday enhancement requirements
• Good communication skills, both writ