Lead - Performance Management & Organizational Development

Company Overview:

NEXT is a global fintech group. We own and operate FundedNext, a leading prop trading platform, and are expanding into the CFD brokerage industry. We are a team of over 450 diverse professionals, operating across five countries and serving more than 220,000 daily active traders from over 170 countries.

Job Overview:

The Lead - Performance Management & Organizational Development is a strategic leader responsible for designing, implementing, and continuously refining performance management systems and organizational development initiatives. This role ensures that performance processes—incorporating OKRs (Objectives and Key Results)—talent assessments, and succession planning frameworks drive a high-performing, agile, and future-ready workforce. Working closely with business and HR leadership, you will analyze performance trends, identify skill gaps, and develop targeted interventions to enhance organizational effectiveness and drive sustainable growth.

Job Responsibilities:

1. Performance Management:

• Design & Implementation: Develop and implement a comprehensive performance management framework that integrates traditional appraisal systems with an OKR methodology.

• OKR Integration: Establish clear objectives and measurable key results for individuals and teams, ensuring alignment with overall business strategy.

• Goal Alignment: Collaborate with department heads to set performance targets and KPIs that link OKRs to organizational objectives.

• Feedback & Coaching: Implement structured feedback channels and coaching programs to drive continuous performance improvement and address underperformance proactively.

• Monitoring & Reporting: Leverage HR analytics to track OKR progress, performance trends, and produce regular reports for senior leadership, highlighting areas for improvement and recommending targeted action plans.

2. Organizational Development (OD):

• Needs Assessment: Conduct diagnostic assessments and competency mapping to identify organizational capability gaps and areas for development.

• Intervention Programs: Design and lead OD initiatives such as leadership development, change management programs, and cross-functional team building exercises to enhance overall productivity and innovation.

• Learning & Development: Collaborate with L&D teams to develop tailored training programs and mentoring initiatives that support career progression and leadership pipeline development.

• Succession Planning: Lead robust succession planning efforts, ensuring that at least 80% of critical roles have identified and prepared successors within a 12-month timeframe.

3. Employee Lifecycle Management:

• Onboarding Excellence: Oversee the onboarding process to ensure a smooth transition for new hires, integrating them into the company culture through effective orientation programs.

• Career Development: Implement structured career development plans, performance reviews, and talent assessments to facilitate continuous employee growth.

• Exit & Feedback: Design exit interview processes and use feedback to inform improvements in employee retention and engagement strategies.

4. Strategic HR Partnership:

• Collaboration: Serve as a key HR advisor to senior leadership, ensuring that OD and performance management initiatives (including OKRs) are fully integrated into the overall business strategy.

• Data-Driven Insights: Leverage HR analytics to benchmark performance, identify trends, and inform strategic decisions that drive organizational improvement.

• Continuous Improvement: Champion a culture of continuous improvement by monitoring industry best practices and adapting OD interventions accordingly.

Qualifications & Skills:

• Education: Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.

• Experience: Minimum of 6-8 years in performance management, organizational development, or related HR leadership roles.

• Expertise: Proven track record in designing and implementing performance management frameworks, including OKR integration, talent assessments, and succession planning programs.

• Analytical Skills: Strong proficiency in HR analytics and data-driven decision-making.

• Leadership: Excellent interpersonal, communication, and change management skills.

Skills & Requirements

• Good Communication Skills

• Familiarity With The Position

• Team Player

• Having Leadership Skill

• Taking Initiatives

• Planning & Organizing

• Problem-Solving Capacity

• Willingness To Learn

Compensation Package:

• Salary: Negotiable

• Bi-Annual Salary Increment (Eligibility Condition Applies).

• 2 Times Yearly Festival Bonus (Eligibility Condition Applies).

What We Can Offer You

Food and Beverage

• Fully subsidized lunch

• Unlimited tea & coffee

• Vending machine credits

Entertainment

• Annual Retreats

• Birthday Leave

• Celebration of Events & Occasions

• Relax & Sports Zone

• Game Night

Learning Opportunities

• Training & Development by Organization-Assigned Consultants

• An Environment That Fosters Accelerated Growth & Learning

Employee-Centric Policies

• Leave Policy

• Performance Management System

• In-house Fitness Trainer

Why Join NEXT

At NEXT Ventures, we believe that people are at the heart of innovation. If you're looking to jumpstart your career in HR while contributing to a collaborative and growth-focused culture, we’d love to meet you. Join our journey to shape the future of fintech — starting with you.

Apply now and be part of our journey — the future is calling, and it starts with you.

Job Responsibilities:

Performance Management:

• Design & Implementation: Develop and implement a comprehensive performance management framework that integrates traditional appraisal systems with an OKR methodology.

• OKR Integration: Establish clear objectives and measurable key results for individuals and teams, ensuring alignment with overall business strategy.

• Goal Alignment: Collaborate with department heads to set performance targets and KPIs that link OKRs to organizational objectives.

• Feedback & Coaching: Implement structured feedback channels and coaching programs to drive continuous performance improvement and address underperformance proactively.

• Monitoring & Reporting: Leverage HR analytics to track OKR progress, performance trends, and produce regular reports for senior leadership, highlighting areas for improvement and recommending targeted action plans.

  Organizational Development (OD):

• Needs Assessment: Conduct diagnostic assessments and competency mapping to identify organizational capability gaps and areas for development.

• Intervention Programs: Design and lead OD initiatives such as leadership development, change management programs, and cross-functional team building exercises to enhance overall productivity and innovation.

• Learning & Development: Collaborate with L&D teams to develop tailored training programs and mentoring initiatives that support career progression and leadership pipeline development.

• Succession Planning: Lead robust succession planning efforts, ensuring that at least 80% of critical roles have identified and prepared successors within a 12-month timeframe.

Employee Lifecycle Management:

• Onboarding Excellence: Oversee the onboarding process to ensure a smooth transition for new hires, integrating them into the company culture through effective orientation programs.

• Career Development: Implement structured career development plans, performance reviews, and talent assessments to facilitate continuous employee growth.

• Exit & Feedback: Design exit interview processes and use feedback to inform improvements in employee retention and engagement strategies.

Strategic HR Partnership:

• Collaboration: Serve as a key HR advisor to senior leadership, ensuring that OD and performance management initiatives (including OKRs) are fully integrated into the overall business strategy.

• Data-Driven Insights: Leverage HR analytics to benchmark performance, identify trends, and inform strategic decisions that drive organizational improvement.

• Continuous Improvement: Champion a culture of continuous improvement by monitoring industry best practices and adapting OD interventions accordingly.

Qualifications & Experience:

• Education: Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.

• Experience: Minimum of 6-8 years in performance management, organizational development, or related HR leadership roles.

• Expertise: Proven track record in designing and implementing performance management frameworks, including OKR integration, talent assessments, and succession planning programs.

• Analytical Skills: Strong proficiency in HR analytics and data-driven decision-making.

• Leadership: Excellent interpersonal, communication, and change management skills.

Competencies We Expect:

• Good Communication Skills

• Familiarity With The Position

• Team Player

• Having Leadership Skill

• Taking Initiatives

• Planning & Organizing

• Problem-Solving Capacity

• Willingness To Learn