HR Performance Manager, SEO, Perm, Liverpool/ Newport

• Can you turn insight into influence: use people data, analytics and workforce intelligence to shape decisions at Executive Leadership Team and Board level?
• Do you thrive on leading meaningful organisational change: design fair, effective performance management, pay and succession approaches that help colleagues thrive?
• Do you want to build your strategic

HR career

work across senior leadership and the wider HR team on high-profile priorities, with opportunities to develop your expertise in analytics, workforce planning and performance?

Job purpose

The HR performance Manager is responsible for designing and implementing strategies that drive employee productivity, growth, and alignment with business objectives. Through maximising use of HR data and metrics, this role leverages HR analytics to enhance performance effectiveness, optimise goal setting processes and support leadership in creating a high-performance culture.

This role is ideal for a professional with strong analytical skills, a strategic mindset, and a passion for optimizing workforce performance through data driven approaches.

Key Responsibilities

• Gather and assess business intelligence and all data relating to people, delegated pay and reward to assess/analyse organisational performance, over time, and seek to identify trends and dips in performance to be addressed.
• Draft proposals for delegated pay remit and conduct research where needed to support proposal.
• Ensure internal controls manage the accuracy of the data from the HR system.
• Present findings through clear reporting mechanisms, suggesting recommended courses of action.
• Implement or improve procedures and devise strategies that support and enhance employee performance in line with organisational objectives.
• Accountable for the quarterly reporting dashboard and associated narrative of people performance standards to the Executive Leadership Team and Renumeration and People Board.
• Create and review Performance Management policies and procedures which are easy to follow and facilitate line managers’ ability to identify, encourage and reward high performance and efficiently manage poor performers.
• Identify, develop or recommend learning and development interventions to support effective and productive Performance Management discussions and activities.
• Engage with the line management cadre to help them identify and act on their own development needs, liaising with L&D colleagues to ensure the embedding of civil service line manager standards.
• Lead the succession planning agenda, ensuring that those identified as talented or in succession pipelines are nurtured and developed through career conversations and relevant activities, wider workforce planning

Performance Management Strategy and Execution

• Develop and oversee the organisation’s performance management framework, ensuring alignment with strategic business goals
• Implement performance evaluation tools, such as goal setting frameworks (e.g. SMART goals) and competency models.
• Partner with leadership teams to establish KPIs and ensure performance standards are clear and consistent.
• Continuously assess and improve performance management processes to enhance fairness, engagement and effectiveness.
• Oversee performance review processes, ensuring structured and transparent evaluations.

HR Analytics and Performance Insights

• Utilise HR data analytics to track and analyse performance trends, outputs, engagement levels as well as pay modelling and reward.
• Produce regular workforce planning tool using this to influence and advise senior leaders decision making.
• Develop dashboards and reports to provide leadership with data driven insights on workforce performance for driving decision making and influencing leadership strategies.
• Use predictive analytics to identify risks and areas for development.
• Benchmark internal performance data against industry standards to drive continuous improvement.
• Analyse qualitative and quantitative data and insights to improve processes and eliminate biases.

Employee Development and Compliance

• Ensure performance management practices comply with employment law and regulatory requirements.
• Align performance outcomes with L&D programmes to support employee growth.
• Provide training for managers on effective feedback, coaching and performance improvement strategies.
• Foster a continuous feedback culture, making use of coaching tools and platforms
• Collaborate with the wider HR team to integrate findings into process and practice, including employee relations.