.About KINDKids in Need of Defense (KIND) is a global leader in the protection of unaccompanied and separated children who are forcibly displaced from their countries of origin. Launched in 2008, KIND champions a world in which every child's rights and well-being are protected throughout their journey to safety.Building on its extensive programming and successful model in the United States, KIND is expanding in the Americas and Europe to bring its experience to bear in working with unaccompanied and separated children. Our work focuses on addressing the legal and mental health needs of this population; building strong partnerships and engaging in training and capacity strengthening with governments, NGOs, and the private sector; and advocating for systemic and pragmatic reforms to advance the rights of unaccompanied and separated children.Position SummaryKIND seeks a Performance Management & Engagement Specialist to work closely with the Director of Learning & Development to lead the day-to-day planning and delivery of performance management at the organization, including goal setting, scheduled check-ins, end-year reviews, and calibration. The incumbent will ensure that each step of the performance management cycle is planned in consultation with the rest of HR and with departments across KIND, and then ensure that each step is delivered according to that plan. In addition, the incumbent will have a key voice in the evolution of performance management through step-by-step changes as well as major developments to align KIND with best practice. The Performance Management & Engagement Specialist will lead the annual employee engagement survey, including agreeing questions with stakeholders, planning and releasing the survey, analyzing the results, communicating the results across the organization, and supporting departments on action planning.This is a remote position based from any location in Mexico.Essential FunctionsPerformance Management:Informs the design of the performance management cycle.Projects planning the annual cycle.Drafts and releases communications associated with the annual cycle.Creates training and end-user guides in support of each step in the annual cycle.Supports employees through each step of the annual cycle.Liaises with the performance management system vendor and be the expert administrator for that system.Implements new performance management systems, as needed.Runs reports on the annual cycle and briefs key stakeholders.Plans and implements performance management steps outside of the annual cycle (e.G. probation appraisals).Engagement:Projects planning the annual employee satisfaction survey, including agreeing questions with stakeholders.Liaises with the survey system vendor and be the expert administrator for that system.Implements new survey tools, as needed.Analyzes survey results and briefs leaders across the organization.Supports leaders on action planning following surveys
