Associate Program Manager

Job Description

The leader must demonstrate an ability to anticipate, understand, and act on evolving customer needs, both stated and unstated. Through this, the candidate must create a customer-centric organization and use innovative thinking frameworks to foster value-added relations. With the right balance of bold initiatives, continuous improvement, and governance, the leader must adhere to the delivery standards set by the client and eClerx by leveraging the knowledge of market drivers and competition to effectively anticipate trends and opportunities.

Besides, the leader must demonstrate a capacity to transform, align, and energize organization resources, and take appropriate risks to lead the organization in a new direction. As a leader, the candidate must build engaged and high-impact direct, virtual, and cross-functional teams, and take the lead towards raising the performance bar, build capability and bring out the best in their teams.

By collaborating and forging partnerships both within and outside the functional area, the leader must work towards a shared vision and achieve positive business outcomes.

Job Summary:

The Performance Management Lead will drive the design, implementation, and continuous enhancement of performance management processes that support a high-performance culture across the organization. The role involves partnering with business leaders, HR teams, and cross-functional stakeholders to facilitate performance evaluation, talent calibration, goal-setting frameworks, and people-development programs. The ideal candidate will possess strong analytical skills, deep HR process expertise, and the ability to influence stakeholders at all levels.

Key Responsibilities:

Performance Management Strategy & Execution

Lead end-to-end performance management cycle planning and execution (goal setting, mid-year review, year-end performance assessments, ratings calibration, performance calibration).
Drive the adoption of performance practices that align with organizational priorities and competencies.
Partner with HR Business Partners and Leadership to cascade organizational goals and align individual KPIs.

Process Design & Continuous Improvement

Define performance frameworks, evaluation tools, templates, and communication plans.
Continuously improve performance management tools, workflows, and systems based on feedback, analytics, and business needs.
Implement best practices in performance feedback, development planning, and performance coaching.

Stakeholder Management

Act as a trusted advisor to business leaders and HR teams on performance guidance, rating consistency, and performance calibration discussions. Conduct trainings, workshops, and manager enablement sessions on performance conversations and goal alignment.

Data Analytics & Reporting

Monitor and analyze performance data to identify trends, opportunities, and risks.
Provide insightful reporting and dashboards for executive reviews and workforce planning.
Leverage data to recommend policy changes and support strategic HR decision-making.

Talent Development Alignment

Support performance-linked development planning, succession readiness, and career path discussions.
Partner with leaders to ensure continuous employee engagement, recognition programs, and capability building.
Integrate performance outcomes with learning interventions and leadership development programs.

Compliance & Governance

Ensure performance processes comply with company policies, regulatory requirements, and fair practice guidelines.
Maintain accurate documentation, records, and audit readiness for performance cycle activities.

Qualifications :

Master's / MBA / HR Certification (SPHR, SHRM-SCP, CIPD, etc.) — preferred
7+ - 8 years of progressive HR experience with a strong focus on performance management, talent management, or HR operations.
Prior experience managing large-scale performance cycles in a fast-paced or matrix environment.
Experience influencing senior stakeholders and driving cross-functional initiatives.
Deep understanding of performance management frameworks, OKRs, KPIs, development plans, calibration processes, and rating norms.
Strong analytical, problem-solving, and data interpretation skills.
Excellent stakeholder management, communication, facilitation, and training delivery skills.
High business acumen and ability to translate strategy into performance practices.
Proficiency with HRIS / performance management systems (Oracle HCM, etc.) and reporting tools (Excel, Power BI, Tableau).
Collaborative, proactive, and solution-oriented mindset.
High integrity, confidentiality, and comfortable leading influence without direct authority.

Who we are

eClerx was founded in 2000 by Anjan Malik and PD Mundhra with the goal of transitioning, managing and transforming complex business processes. Following successful careers in investment banking, Anjan and PD. graduates of University of Pennsylvania's Wharton School of Business, jointly identified significant opportunities for providing…