Performance Management Lead
Everest Global Services, Inc.

Job Info

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Title:
Performance Management Lead

Company:
Everest Global Services, Inc.

Job Category:
Human Resources

Job Description:

Everest is a leading global reinsurance and insurance provider, operating for nearly 50 years through subsidiaries in the Europe, Bermuda, Canada, Singapore, US, Latin America and other territories. Our strengths include extensive product and distribution capabilities, a strong balance sheet, and an innovative culture. Throughout our history, Everest has maintained its discipline and focuses on creating long-term value through underwriting excellence and strong risk and capital management. But the most critical asset in this organization is our people.

As a Performance Management Lead, you will be responsible for developing, implementing, and overseeing strategies and processes to maximize employee performance and productivity within our organization. You will play a crucial role in creating a performance-driven culture, aligning individual goals with organizational objectives, and fostering continuous improvement.

Key Responsibilities:

Strategy Development: Develop and implement comprehensive performance management strategies aligned with the organization's objectives and values. This strategy will include the preparation of managers and leaders in managing the performance of their staff at all levels and potential. It will also include the preparation of HIPO staff at the mid-to-senior level for the next level of responsibility, promotion or leadership.

Performance Measurement: Design and implement performance metrics and key performance indicators (KPIs) to effectively measure individual, team, and organizational performance.

Goal Setting: Lead the process of setting performance and development goals for employees, ensuring alignment with departmental and organizational goals.

Learning and Development: Collaborate with Talent Development, HR Business Partners and department heads to identify training and development requirements based on organizational needs, talent review results, and performance evaluations. Develop and deliver learning programs for managers and employees to:

• ensure understanding and buy-in of the performance management process.
  
• Provide ongoing guidance and support to facilitate effective performance conversations.
  
• Provide ongoing education and support of employee development planning (70:20:10).
  
• Collaborate with Talent Development on Leadership Development Programs and mid-level pipeline support programs.
  

Recognition and Rewards: In collaboration with Culture & Engagement and HR Business Partners, develop and implement recognition and reward programs to acknowledge and incentivize high performers, fostering a culture of appreciation and motivation.

Performance Improvement Plans (PIPs): Work with HR Business Partners and managers to develop and implement performance improvement plans for underperforming employees, providing support and guidance to help them meet expectations.

Data Analysis: Analyze performance data to identify trends, opportunities, and areas for improvement and provide actionable insights to management for decision-making purposes.

Compliance: Ensure global compliance with legal and regulatory requirements for performance management processes and data privacy.

Talent Review Process: Assume responsibility for the current Talent Review process, including Succession Planning, Employee Calibration, the analysis of results and recommendations for next steps in managing performance. Collaborate with HR Business Partners to identify high-potential employees and create targeted development plans. Make enhancements to the process as needed.

HRIS/HCM (Workday): Ensure the use of Workday in supporting all Performance Management processes, including the performance review cycle, goal setting and tracking, succession planning, and employee calibration. Partner with Workday Operations team to ensure that Workday tool is optimized to support all Talent and Learning processes.

Additional Responsibilities for the Performance COE:

Project Management: Provide support to key HR initiatives (cross-organization)

Skills/Competencies Needs Assessment:

• Partner with Everest Transformation team and business leaders to identify future state skills and assess skill gaps.
  
• Collaborate with Talent Development team to solve for identified gaps.
  

Data Analysis:

• Utilize performance data and metrics to identify trends, opportunities, and areas for improvement, including employee development planning.
  
• Generate reports and insights for senior management to inform decision-making.
  

Communication:

• Communicate performance management updates, policies, and best practices to all levels of the organization effectively.
  

Our Culture

At Everest, our purpose is to provide the world with protection. We help clients and businesses thrive, fuel global economies, and create sustainable value for our colleagues, shareholders and the communities that we serve. We also pride ourselves on having a unique and inclusive culture which is driven by a unified set of values and behaviors. Click here to learn more about our culture.

• Our Values are the guiding principles that inform our decisions, actions and behaviors. They are an expression of our culture and an integral part of how we work: Talent. Thoughtful assumption of risk. Execution. Efficiency. Humility. Leadership. Collaboration. Diversity, Equity and Inclusion.
  
• Our Colleague Behaviors define how we operate and interact with each other no matter our location, level or function: Respect everyone. Pursue better. Lead by example. Own our outcomes. Win together.
  

All colleagues are held accountable to upholding and supporting our values and behaviors across the company. This includes day to day interactions with fellow colleagues, and the global communities we serve.

#LI-Hybrid

#LI-ED1

Type:
Regular

Time Type:
Full time

Primary Location:
Warren, NJ

Additional Locations:

Everest is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion or creed, sex (including pregnancy), sexual orientation, gender identity or expression, national origin or ancestry, citizenship, genetics, physical or mental disability, age, marital status, civil union status, family or parental status, veteran status, or any other characteristic protected by law. As part of this commitment, Everest will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Everest Benefits at everestbenefits@everestglobal.com.

Everest U.S. Privacy Notice | Everest (everestglobal.com)

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