Head of Performance, Assessment & Evaluation

London

Job Vacancy Background
Work on ground-breaking multiplayer titles, push the boundaries of games technology and virtual worlds, or get to grips with some of the world’s toughest security challenges. If your ambitions are high, we’ll give you the tools, support and culture to take them even higher.
The People Division at Improbable is not your normal HR team. We are passionate about people, but first and foremost, we are passionate about making Improbable a successful business. We pride ourselves on being deeply integrated into the organisation and work in true partnership with our business leaders. 
Our team comprises accomplished professionals from across many disciplines including compensation, business partnership, design and delivery, and employee relations. We have worked in large corporate companies and smaller scaling companies. The one thing we all have in common is that we are committed to achieving our mission as a People Division and are not afraid of thinking differently to get there.  
Our Impact
The impact of our team is broad and varied, as you would expect from a company like Improbable. We must focus on achieving the capacity and capability growth required of the business without compromising on the employee experience. All of the teams within our People Division are focused on two guiding initiatives: building a world class business and creating an enviable employee experience.
Your Mission
Create and implement usable and scalable tools, systems and frameworks that allow IO to fairly and consistently manage, assess and evaluate our business, teams and people, both internally and externally.
This role will report to our Director of People Partnership and OD.

Areas of Impact:

  • Develop organisational goals, scorecards and dashboards related to performance and work across Improbable to identify methods to collect, analyse and recommend new approaches.
  • Improve understanding of performance management and data analysis across services and other departments and provide training, advice and support to departments and teams.
  • Improve the process by which we measure individual and team performance to make it more efficient, less biased, and more scalable.
  • Identify performance monitoring gaps, clarify the implications of the gaps, and make recommendations as to how the gaps should be addressed.
  • Design and implement an assessment framework which adopts a unified approach to how we interview and review current and future employees across all business units at Improbable
  • Work with our People team to identify opportunities to improve how we assess and evaluate internal talent to strengthen and streamline our current processes.
  • Identify tools, frameworks and support for how we should adopt this across multiple business units.
  • Serve as leading subject matter expert to all levels of our organisation; maintain strong external networks and awareness to help inform the business internally of developing performance management tools and processes.
  • Support the scoping, design, and implementation of goal setting, assessing performance, feedback and development conversations, talent reviews and calibrations and work with the Head of Total Rewards to integrate pay for performance.
  • Prepare proposals and other documentation for the People Division and Leadership Teams.
  • Work alongside with and influence people partners to support the performance management practice, including coaching them on how to design and implement the practice within their client groups, and business leaders and the employees they support.
  • Cultural change moving from traditional performance management to a developmental approach.
  • Lead the development of communications and training to ensure that leaders and employees have the right level of knowledge (including training across key stakeholder groups and employees).

We'd like to hear from you if you identify with any the following:

  • Significant experience leading programmes of work for performance management; ideally a track record of driving change in this area and implementing new tools and processes within an organisation.
  • Experience in being an individual contributor, delivering against strategy in a fast moving, dynamic environment where things can change quickly and the right solution to a problem is often ambiguous.
  • Understanding of a services environment where different project reporting structures require sophisticated feedback loops for managers and their teams to be connected.
  • Proven track record in influencing change around performance management processes amongst senior decision makers and removing roadblocks to progress.
  • Comfortable acting as a coach and advisor to employees at all levels of the business on performance management related issues.
While we think the above experience could be important, we’re keen to hear from people that believe they have valuable experience to bring to the role. If you identify with the team and mission, but not all of our requirements, then please still apply.

About Us

Improbable is determined to foster an environment where people can do their best work and feel like they belong. We believe a healthy culture, strong values and contribution from a diverse range of individuals will help us to achieve success.
We do not discriminate based on race, ethnicity, gender, ancestry, national origin, religion, sex, sexual orientation, gender identity, age disability, veteran status, genetic information, marital status or any other legally protected status.

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