Performance Management Lead

Job description

Job Description Job title: Performance Management Lead Location: On site, Cape Town CBD, South Africa Employment Type: Full-time Hours: UK–aligned working hours Who are we? OneDome is a fast-growing proptech and fintech group revolutionising the homebuying experience in the UK. We provide an end-to-end digital journey for property transactions, bringing together mortgage, legal, protection and related services through one seamless platform. With multiple acquisitions, rapid revenue growth and ambitious plans for the future, we are building a high-performance organisation capable of supporting OneDome's continued growth. Role Overview We are looking for a commercially minded, people-first Performance Management Lead to own, develop and continuously improve OneDome's performance management model across the Group. This is a hands-on role for a self-starter who is equally comfortable working with performance data, developing performance models, managing people and partnering directly with line managers and senior leadership. You will work closely with HR, the Chief of Staff and line managers to create a high performance environment where expectations are clear, employees receive continuous feedback and support, performance is measured fairly and consistently, and managers have the tools and resources they need to improve productivity. A key part of the role will be understanding how teams are performing today, identifying opportunities for improvement and helping shape how OneDome's performance management approach evolves as the organisation grows. Key Responsibilities Performance Management & Modelling Own and continuously develop OneDome's performance management model across the Group. Develop and use performance modelling to establish clear expectations, productivity benchmarks, KPIs and performance standards across different teams and functions. Analyse current and historical performance data to identify trends, productivity gaps, risks and opportunities. Translate business objectives into measurable individual and team performance expectations. Ensure performance frameworks remain practical, scalable, commercially relevant and aligned with OneDome's growth plans. Lead performance cycles, including goal setting, regular check-ins, reviews, development planning and performance improvement processes. Productivity & Workforce Performance Partner closely with line managers to understand team structures, workloads, capacity and performance. Identify opportunities to increase the productivity and effectiveness of support staff through better processes, coaching, performance expectations and resource allocation. Work collaboratively with managers to identify where additional support, capability or headcount may be required. Help managers distinguish between performance, process, capability and resourcing challenges. Regular bi-weekly 1:1s with staff and line managers Develop practical recommendations that enable teams to operate more efficiently while maintaining a positive employee experience. Track the impact of performance initiatives and recommend adjustments where required. Continuous Feedback & Performance Conversations Embed a strong continuous feedback culture where performance conversations happen regularly rather than only during formal review periods. Equip managers to provide constructive, timely and actionable feedback. Encourage two-way feedback between employees and managers. Ensure employees have clarity around expectations, progress, development opportunities and areas requiring improvement. Coach managers on handling difficult performance conversations professionally, fairly and consistently. Support managers with underperformance, Performance Improvement Plans and appropriate documentation. Fair & Transparent Evaluation Ensure performance evaluation processes are fair, consistent, transparent and evidence-based. Develop clear evaluation criteria so employees understand how their performance is measured. Work with HR and leadership to reduce inconsistency or bias in performance assessments. Facilitate calibration discussions where appropriate to ensure consistent standards across teams. Maintain accurate performance records and ensure decisions are supported by appropriate data and documentation. Recognition & Rewards Work with HR, the Chief of Staff and leadership to develop and improve recognition and reward mechanisms linked to meaningful performance and contribution. Identify opportunities to recognise high performers and employees demonstrating exceptional contribution. Help ensure recognition is consistent, transparent and aligned with OneDome's values and business objectives. Use performance insights to support conversations around development, progression and recognition. Promote a culture where strong performance is acknowledged and employees understand how their contribution impacts wider business success. People Management & Leadership Manage and support staff within the performance management function as the team develops. Set clear objectives, provide regular feedback and support team members' professional development. Lead by example through a people-first, collaborative and accountable approach. Build strong relationships with employees and managers across different functions and levels of seniority. Balance employee experience with commercial performance and business requirements. Create an environment where employees feel supported while remaining accountable for agreed outcomes. HR, Chief of Staff & Leadership Partnership Work closely with HR and the Chief of Staff to ensure performance management supports wider people and business strategies. Act as a trusted advisor to line managers and senior leaders on performance, productivity and capability. Provide leadership with clear insights into workforce performance, trends and areas requiring intervention. Collaborate with HR on employee relations matters relating to performance, development and capability. Support organisational changes, growth initiatives and new ways of working from a performance and productivity perspective. Help leadership translate strategic priorities into clear team and individual performance expectations. Data, Insights & Reporting Gather, analyse and report performance data on a regular basis. Develop dashboards, scorecards and reporting that provide meaningful visibility of performance across the business. Monitor KPIs, productivity measures, performance trends and improvement plans. Identify emerging performance risks before they become significant business issues. Provide clear, commercially focused recommendations to HR, the Chief of Staff, line managers and senior leadership. Measure the effectiveness of performance management initiatives and recommend continuous improvements. What We're Looking For Minimum 5 years' experience in performance management, people performance, HR performance or a related role. Demonstrable experience in performance modelling, including developing KPIs, productivity measures, benchmarks or performance frameworks. Proven experience owning and improving performance management processes. Experience managing or leading staff. Strong understanding of employee performance, productivity and workforce capability. Experience partnering directly with line managers and senior stakeholders. Strong analytical skills with the ability to turn performance data into practical business recommendations. Experience managing underperformance and supporting Performance Improvement Plans. Strong coaching, communication and stakeholder management skills. Comfortable operating in a fast-paced, evolving and high-growth environment. The Characteristics That Will Make You Successful You are a self-starter who sees what needs to be done and takes ownership of making it happen. You have a genuine people-first approach while understanding that great employee experiences and strong commercial performance should work together. You are collaborative and enjoy working with managers rather than simply policing performance processes. You are comfortable challenging constructively, asking difficult questions and helping managers find practical solutions. You are fair, transparent and consistent in how you approach employee performance and understand the importance of evidence-based decisionmaking. You believe performance management should be an ongoing conversation built around continuous feedback, coaching, development, recognition and accountability. Most importantly, you can balance people, performance and productivity; helping OneDome build teams that are supported, motivated, accountable and equipped to perform at their best. Upcoming Focus Areas As OneDome continues to scale, the Performance Management Lead will play an increasingly important role in: Developing more sophisticated performance and productivity models across business functions. Establishing consistent performance benchmarks and scorecards. Improving visibility of individual, team and departmental productivity. Working with managers to optimise support-team structures and identify future resource requirements. Strengthening continuous feedback and manager coaching practices. Developing fair and transparent performance calibration processes. Building stronger recognition and reward mechanisms. Using performance data to support workforce planning and organisational decision-making. Partnering with HR and the Chief of Staff on broader people, performance and organisational effectiveness initiatives. Helping OneDome evolve from traditional performance management towards a continuous performance and productivity culture.