Senior HR Manager, Performance Management

COFCO International is a global agri-business with a clear vision, strong values and a positive culture, focused on being a leader in the global grains, oilseeds and sugar supply chains. We provide the food the world needs in a responsible way. Headquartered in Geneva, Switzerland, we are ambitious, with the right structures and culture to meet the world's increasing and changing needs. With 12,000+ people in 35 countries, our global portfolio includes assets across the Americas, Europe, Africa, Middle East, and Asia-Pacific. We trade with over 50 nations, while providing farmers unique direct access to the growing Chinese market.

The Senior HR Manager, Performance Management leads the design, implementation, governance, and continuous improvement of the organization's global performance management process and framework. Operating at a corporate level, this role ensures that performance management practices are aligned with business objectives, leadership expectations, organizational culture, and talent strategies.

The position partners closely with HR Business Partners, business leaders, Compensation & Benefits, Learning & Development, and executive leadership to drive a high-performance culture through effective goal setting, performance assessment, feedback mechanisms, performance differentiation, and organizational accountability.

The role is responsible for ensuring consistency, fairness, transparency, and effectiveness of performance management processes across the enterprise while leveraging data and analytics to continuously improve employee and organizational performance.

The position is going to be based in Porto, Portugal in our Global Business Services centre.

Key Responsibilities:

Performance Management Process

• Develop and implement the organization's global performance management process, and operating model.
• Ensure alignment between performance management practices and organizational goals, values, and business strategy.
• Continually evaluate and modernize performance management processes based on business needs and external best practices under consideration of CIL’s highly diversified footprint.
• Promote a culture of continuous feedback, accountability, development, and high performance.

Performance Cycle Governance

• Own and manage the annual and mid-year performance management processes.
• Continuously improve governance standards, policies, guidelines, and performance rating methodologies.
• Drive consistency and quality across all performance management activities.
• Monitor compliance with performance management requirements across functions and geographies.
• Ensure effective execution of goal setting, performance reviews, calibration processes, and performance discussions.

Goal Management & Organizational Alignment

• Design frameworks that align enterprise objectives, business unit, and functional priorities with individual ones.
• Ensure cascading of strategic priorities into measurable employee goals.
• Partner with business leaders to improve goal quality, clarity, and alignment.
• Promote effective use of OKRs, KPIs, or performance objectives where applicable.

Performance Calibration & Talent Differentiation

• Lead enterprise calibration processes to ensure consistency and fairness of performance evaluations.
• Provide guidance to senior leaders and HR teams on performance assessment and differentiation.
• Analyze rating distributions, performance trends, and calibration outcomes.
• Identify risks related to rating inflation, performance bias, and inconsistencies.

Performance Analytics & Insights

• Develop enterprise-wide performance dashboards, metrics, and reporting frameworks.
• Analyze organizational performance trends and provide actionable recommendations.
• Leverage data to support talent, workforce, succession, and compensation decisions.
• Present performance insights and recommendations to executive leadership.

Technology & Process Optimization

• Act as business owner for performance management systems and technologies.
• Partner with HRIS teams to optimize user experience and process efficiency.
• Drive process simplification, automation, and digital transformation initiatives.
• Ensure data integrity and reporting accuracy.

Leadership & Capability Building

• Partner with Learning & Development teams to design relevant leadership interventions including development of manager capability in coaching, feedback, goal setting, and performance conversations.
• Promote a culture of continuous learning and performance improvement.

Stakeholder Management

• Serve as a trusted advisor to senior leadership on performance management topics.
• Partner with HR Centers of Excellence and HR Business Partners to drive consistent implementation.
• Facilitate executive discussions on performance outcomes.

Desired Qualifications:

Education

• Bachelor's degree in Human Resources, Business Administration, Law, Finance or similar.
• Master's degree or relevant postgraduate qualification preferred.

Experience

• 8-12+ years of progressive HR experience, including significant experience in performance management, compensation management, operational HR Management.
• Proven experience in supporting enterprise-wide performance management programs in complex, multinational organizations.
• Experience working with executive leaders and global HR teams.

Knowledge & Skills

• Good expertise in performance management methodologies and frameworks, including defining KPI’s.
• Strong understanding of goal management, performance calibration, and talent differentiation practices.
• Knowledge of compensation and performance linkage principles.
• Strong analytical and problem-solving capabilities.
• Excellent stakeholder management and influencing skills.
• Strong communication, facilitation, and executive presentation skills.
• Experience with HR technology and performance management systems.
• Ability to drive change and influence senior stakeholders across a matrixed organization.
• Expertise in modern technologies in HR.

COFCO International is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, age, national origin, disability status, protected veteran status or any other characteristic protected by law.

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