Performance Improvement Specialist

Job Introduction

Thank you for your interest in joining the People Directorate at Notting Hill Genesis.

Our HR function is evolving into a confident, proactive partnership model. We work alongside leaders to manage risk well, support fair and consistent decision-making and build a positive, values-led colleague experience.

The Performance Improvement Specialist plays an important role in this ambition. As a core member of the Employee Relations Centre of Expertise, you will help improve individual and team performance by strengthening manager capability, supporting early intervention and ensuring performance and capability matters are managed fairly, consistently and effectively.

You do not need housing sector experience to succeed. What matters most is strong performance and capability expertise, sound knowledge of employment law, and the ability to coach and influence managers to address underperformance confidently and constructively.

What the role is all about

As Performance Improvement Specialist, you will support the organisation’s approach to improving individual and team performance and capability.

You will work closely with managers, HR Business Partners and the Employee Relations Centre of Expertise to identify and address underperformance, improve the quality of performance and probation decisions, and ensure consistent performance standards across the organisation.

Rather than focusing only on individual cases, you will use data and insight to identify recurring or systemic performance issues and help develop targeted interventions. Through this work, you will support our shift from a reactive approach to one that is proactive, insight-led and focused on continuous improvement.

How you’ll make a difference

You will strengthen organisational performance and capability by

Driving a more proactive and consistent approach to performance management across the organisation

Helping managers address performance issues early, confidently and effectively

Identifying patterns of underperformance and supporting targeted interventions

Reducing reliance on formal employee relations processes by embedding strong informal performance management practices

Improving outcomes for colleagues through fair, consistent and supportive approaches to performance and capability

Strengthening manager understanding of performance management during probation and the early stages of employment

Improving the quality and consistency of probation and early performance decisions

Providing performance insight and analysis to inform leadership decision-making and workforce planning

How you’ll do it

Support the organisation’s approach to performance and capability management, ensuring consistent standards, clear expectations and effective policy application

Identify patterns of persistent or recurring underperformance, using data and insight to target and prioritise interventions

Coach and support managers to manage performance confidently through both informal and formal approaches

Provide practical guidance on performance and probation decisions, including progression, extension and exit

Ensure performance, capability and probation approaches are fair, consistent and aligned with employment law

Interpret relevant legislative changes and translate them into practical guidance for managers and HR colleagues

Work closely with the Employee Relations Centre of Expertise to align performance management with capability processes and formal ER frameworks

Partner with HRBP's to align performance improvement activity with business priorities, workforce planning and capability needs

Analyse performance data and trends, providing clear insight and recommendations to improve organisational performance and reduce risk

Design and embed practical tools, frameworks and interventions that support consistent performance management

All about you

Essential

Strong experience of managing underperformance and supporting managers with performance and capability matters

Strong understanding of performance management frameworks, including informal and formal capability processes

Good knowledge of UK employment law relating to performance, capability and probation, including the practical implications of legislative change

Experience of interpreting legislative or policy changes and translating them into clear, practical guidance

Proven ability to coach, influence and constructively challenge managers

Experience of identifying and responding to patterns, trends and systemic performance issues

Experience working with employee relations processes, particularly performance and capability cases

Strong analytical skills, with the ability to translate data into actionable insight and targeted interventions

Ability to design and embed practical tools, frameworks and interventions

Strong organisational skills, with the ability to manage multiple priorities and stakeholders

Experience working in a complex, multi-site or unionised environment

Desirable

CIPD Level 5 qualification, an equivalent qualification or demonstrable experience operating at this level

What’s in it for you?

Benefits include:

Excellent annual leave and flexible working options (qualifying period may apply)

Generous pension scheme

Enhanced family leave (qualifying period may apply)

Employee Assistance Programme

Health cash plan

Retail, leisure and lifestyle discounts

Interest-free loans

Cycle to work scheme

* Life assurance – 4x annual salary

All about us

Notting Hill Genesis is a not-for-profit organisation providing affordable homes for Londoners and it is now one of the largest housing associations in London. We are both a landlord and a developer, with more than 65,000 existing homes and we employ around 1,800 employees.

We welcome applications from everyone.

If you are interested, please send your application now! Closing date is 15 September 2026

NHG reserves the right to close this vacancy early if we receive sufficient applications for the role, so we advise you to submit your application at your earliest opportunity