An employee of the American Hospital Dubai is expected to promote the mission and philosophy of the hospital by acting in a caring, courteous and confidential manner towards patients, visitors, colleagues and staff by performing their duties and responsibilities according to the expected standards in order to fully meet patient care needs.

Performance Management Framework

• Leads the design, implementation, and continuous enhancement of the organization-wide performance management framework, including goal setting, KPIs, competency alignment, and appraisal cycles.
• Ensures consistent execution of performance processes, standards, and timelines across all departments in alignment with organizational strategy and JCIA and DHA standards.
• Translates organizational strategy and annual business objectives into measurable performance expectations.

Performance Assessment, IDPs and PIPs

• Assesses team members’ performance outcomes based on probation reviews, annual appraisal results, KPI achievement, and documented qualitative feedback.
• Works closely with the Training Manager to develop, review, and monitor Individual Development Plans (IDPs) and Performance Improvement Plans (PIPs) based on identified performance gaps and development needs.
• Ensures IDPs and PIPs are evidence-based, measurable, time-bound, and aligned with approved training interventions and organisational capability requirements.
• Monitors progress of agreed development and improvement plans and escalate performance risks or delays as required.

Annual Appraisal and Probation Oversight

• Oversees the end-to-end annual appraisal process, ensuring timely completion, quality reviews, and adherence to approved policies and JCIA and DHA workforce standards.
• Oversees probationary performance assessments, ensuring evaluations, feedback, and employment decisions are supported by documented evidence and objective criteria.
• Identifies performance risks and escalate concerns with recommended corrective actions.

KPI Development, Monitoring and Standardization

• Oversees the development, validation, and periodic review of individual, managerial, and departmental KPIs.
• Provides structured guidance to department heads on SMART KPI formulation, weighting, targets, and scoring methodologies.
• Ensures consistency of KPI definitions, measurement standards, and performance scoring across the organization.

Performance Analytics and Dashboards

• Leads the development and continuous enhancement of dashboards to monitor organizational, departmental, and workforce performance.
• Analyses trends, variances, and performance risks to support proactive, data-driven decision-making.
• Ensures dashboards and analytical outputs are accurate, timely, and aligned with executive reporting requirements.

Executive Reporting and Performance Insights

• Prepares concise executive summaries highlighting key performance outcomes, trends, risks, and improvement opportunities.
• Presents performance insights and recommendations to senior leadership, committees, and management forums.
• Translates complex performance data into clear, actionable business narratives.

Job Architecture, Job Analysis, and Career Ladders

• Develops, reviews, updates, and initiates job descriptions to ensure clarity of roles, responsibilities, and performance expectations in alignment with PQR and DHA requirements.
• Conducts job analysis and progression assessments to evaluate team members’ readiness for advancement in line with approved criteria.
• Creates, reviews, and updates departmental career ladders, ensuring alignment with organizational grading structures and progression frameworks.

Learning Enablement and Development Tools

• Coordinates with the Training Manager and Learning and Development teams to align performance outcomes with training plans and capability-building initiatives.
• Activates and deactivates LinkedIn Learning access for team members based on employment status, role requirements, and approved development plans.
• Monitors utilization and effectiveness of learning resources linked to performance and development objectives.

Stakeholder Engagement and Capability Building

• Acts as a subject-matter expert and trusted advisor to leaders on performance management best practices.
• Delivers guidance sessions and coaching to managers on goal setting, performance assessment, feedback, and development planning.
• Promotes a culture of accountability, continuous feedback, and high performance across the organization.

Systems, Compliance and Process Enhancement

• Ensures effective utilization of HR systems (iFusion) for performance tracking, documentation, and reporting.
• Ensures performance management processes align with JCIA standards, DHA regulations, internal policies, and audit requirements.
• Continuously benchmarks performance practices against leading UAE healthcare organizations and international best practices.
• Performs other related duties as assigned.

• Bachelor’s Degree in Human Resources, Business Administration, Management, Analytics, or a related field.
• Professional certification in Performance Management, HR Analytics, or a related discipline preferred.
• Minimum of ten (10) years of progressive experience in performance management, people analytics, organisational performance, or related HR roles within a large or complex organization with at least four (4) years in a supervisory or managerial role.
• Knowledge of performance management frameworks, appraisal methodologies, KPI structures, and career progression systems within healthcare or large complex organisations.
• Knowledge of workforce analytics, performance reporting methodologies, and dashboard design principles.
• Knowledge of JCIA standards, DHA regulations, and internal healthcare policies impacting performance management, workforce competency, and appraisal processes.
• Skills in performance data analysis, reporting, and dashboard development using Power BI and Microsoft Excel.
• Skills in preparing executive-level reports, summaries, and performance narratives for senior leadership.
• Skills in stakeholder engagement, facilitation, presentation, and advisory support across multidisciplinary teams.
• Ability to translate complex performance data into clear insights, action plans, and strategic recommendations.
• Ability to influence senior leaders and collaborate effectively across HR and operational functions.
• Ability to manage multiple priorities and deadlines in a fast-paced healthcare environment.