Lead, Performance Management

The Performance Management Lead is responsible for designing, executing, and optimizing performance management strategies that strengthen employee effectiveness and support organizational goals. This role oversees the performance appraisal cycle, drives talent development initiatives, and supports workforce planning to ensure strong alignment between employee capabilities and business objectives.

i.          Design and implement performance management frameworks that enhance employee productivity, accountability, and engagement.

ii.          Oversee the end-to-end performance appraisal process, ensuring fairness, transparency, and alignment with organizational objectives.

iii.          Develop and execute performance-focused talent strategies, including career progression pathways, succession planning, and leadership development initiatives.

iv.          Partner with department heads to set performance targets and ensure consistent, effective goal-setting across all teams.

v.          Monitor and analyze key performance-related HR metrics—including performance ratings distribution, productivity indicators, and employee engagement trends.

vi.          Facilitate performance-enhancing training, coaching, and capability-building programs for employees and managers.

vii.          Ensure compliance with labour laws, organizational policies, and best practices related to performance management and employee relations.

viii.          Prepare and present reports, insights, and recommendations on organizational performance trends to support strategic decision-making.

ix.          Oversee consequence management related to performance issues, including the development of performance-related disciplinary policies and administration of corrective actions.

x.          Provide guidance to managers on handling performance gaps and ensure consistent application of performance improvement processes across the organization.

·         Improved employee performance ratings and overall productivity levels across the organization.

·         Increased consistency, timeliness, and quality of the performance appraisal process.

• Enhanced employee engagement and satisfaction indicators directly linked to performance initiatives.
• Reduction in performance-related issues through effective performance coaching and improvement plans.
• High-quality, accurate, and actionable analysis of staff performance delivered to management for decision-making.

Qualifications:

·         Bachelor’s degree in Human Resources, Business Administration, Organizational

Development, or related field (Master’s preferred).

·         5+ years of experience in performance management, talent development, or HR

leadership roles.

Professional Body Membership/Certification(s):

·         Membership in the Chartered Institute of Personnel Management (CIPM) Nigeria or commitment to obtain within two years of appointment.

·         Certification in performance management, HR analytics, or leadership development is an added advantage.

·         Strong knowledge of performance management frameworks and HR best practices.

·         Excellent leadership, coaching, and communication skills.

·         Proficiency in HR software and data analytics tools.

·         Proficiency in Microsoft Excel and other Microsoft office programmes.

·         Ability to develop and execute strategic workforce planning initiatives.

Strategic thinking

Supervisory and leadership skills

Communication skills

People skills

Integrity

Flair for details

Team spirit

Confidentiality and professional judgement

Strong interpersonal and conflict-resolution skills

Reports to:   Head, People & Culture Department

Supervises:  Performance Unit staff

Internal:  Heads of Unit within LAPO Microfinance Bank Limited and other colleagues

External: Consultants