Job Title

Position Overview:As Manager – Career Development & Performance Management, you will be responsible forbuilding and running GIVA’s career-growth and performance ecosystem. Your primary objectivewill be to provide employees with clear career paths, enable internal mobility, standardize role-wiseKRAs, and drive a consistent Performance Management System (PMS) acrossdepartments—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, andprogression 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 level2. 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 simpledashboards/insights3. Manager Enablement & Feedback Quality• Coach and enable managers on goal setting, performance conversations, and high-qualityfeedback practices• Create toolkits/checklists for reviews to reduce bias and “surprise” ratings at year-end• Run manager clinics to improve differentiation, documentation, and capability-baseddevelopment conversations4. 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 readiness5. Stakeholder Liaison & Calibration (Fairness Anchor)• Act as liaison between employees and managers to ensure clarity and fair resolution incareer-related cases• Facilitate calibration and ensure evidence-based, consistent outcomes• Share quarterly insights on talent risks, internal mobility trends, capability gaps, and managereffectivenessQualifications and Skills:• 6–10 years experience in Talent Management / Org Development / PMS / L&D (careerframework 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-scalingenvironment