Job Title: People Performance Manager
Salary: The starting salary is £48,995, which includes allowances totalling £3,009 allowance.
The salary is broken down as £45,986 basic salary, which will increase annually until you reach the top of the scale £54,863 Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.
Location: Hendon, Sidcup, Westminster
Are you passionate about building a high‑performance culture and enabling people to do their best work? We are looking for an experienced and forward‑thinking People Performance Manager to lead the frameworks, insights and interventions that strengthen performance, capability and engagement across our Learning & Development directorate.
About the role
This is a strategic and high‑impact role at the heart of Learning & Development (L&D), within its Strategy & Performance portfolio. You will develop and embed the people performance approach that ensures our staff understand how their work contributes to directorate priorities, while creating the right conditions for individuals and teams to succeed.
Using data, evaluation and workforce insight, you will drive improvements across performance management, capability development, talent and engagement. Working closely with senior leaders and colleagues across L&D, you will influence decisions, enhance consistency, and strengthen our overall culture of excellence.
Key responsibilities
- Develop and implement people performance frameworks and interventions across the Learning & Development Directorate
- Ensure consistent performance practices across L&D, including setting of objectives and manging performance
- Collaborate with leaders to gather requirements and incorporate best practice, ensuring the people performance framework remains current, effective and well‑embedded.
- Review workforce data and insights to identify patterns, potential risks and areas of disproportionality, to inform decisions. Use evidence, evaluation and insight to guide improvement.
- Prepare clear, evidence‑based reports and recommendations for senior leaders to support strategic decisions and improve people performance outcomes.
- Design and deliver a structured professional development offer that builds workforce capability and supports current and future organisational needs.
- Apply subject matter expertise and utilise existing learning provision to implement targeted development interventions that contribute to professional growth across L&D.
- Design and embed consistent talent management processes
- Coordinate performance calibration supporting fair and effective people performance processes
- Develop and implement engagement frameworks and activities to enhance employee experience, strengthen performance culture and address emerging workforce needs.
About you
You will bring strong professional expertise and the confidence to influence, challenge and support senior stakeholders. You will be adept at navigating complex environments, drawing meaningful insight from data, and translating this into targeted, practical and sustainable people performance solutions.
Skills
- Analytical Judgement: Able to interpret varied and sometimes ambiguous people data, synthesise insights, and draw logical conclusions that inform clear, evidence‑based recommendations.
- Strategic Influence: Able to advise, challenge and influence senior leaders and managers to adopt consistent people performance practices, working through collaboration and matrix relationships rather than direct authority.
- Programme Leadership: Able to design and lead multi‑strand programmes, manage interdependencies and risks, coordinate diverse stakeholders, and deliver coherent outcomes that support strategic objectives.
- Communication and Facilitation: Able to explain complex insight through clear written and visual outputs (e.g., reports, dashboards, presentations) and to design and facilitate guidance, tools and workshops for varied audiences.
- Continuous Improvement: Able to evaluate the effectiveness of people processes and development interventions and apply feedback, data and insight to iterate and embed sustainable improvements.
- Digital and Systems Capability: Able to interrogate HR and performance systems, extract and manipulate data, and present people performance information that supports decision‑making.
Knowledge
- People and Performance: Knowledge of performance cycles, objective‑setting, talent and succession approaches, reward and recognition, and employee engagement methodologies.
- People Analytics and Evaluation: Knowledge of quantitative and qualitative analysis methods, MI, evaluation models, KPIs and disproportionality analysis.
- Learning and Development: Knowledge of capability frameworks, development methodologies and compliance requirements in complex environments.
- Change and Organisational Culture: Knowledge of change management, behavioural science and engagement approaches supporting adoption of consistent people processes and a performance‑oriented culture.
Experience
- Experience applying people performance, HR or organisational development expertise to deliver measurable improvements within a large, complex or multi‑faceted environment.
- Experience designing and embedding directorate‑wide people performance, talent or workforce development approaches aligned to strategic priorities.
- Experience analysing people analytics to produce insight, develop options, highlight and address risks or disproportionate outcomes.
- Experience working across organisational boundaries to align priorities, influence outcomes and coordinate activity without direct line authority.
- Experience managing multiple priorities, navigating ambiguity and delivering to agreed timescales.
Application Process
The application will also be based on the CVF question below (max 500 words)
CVF Competency: We Support and and Inspire.
Please describe a time when you led or implemented a people performance, development or talent approach across a large or complex organisation. In your response, please explain the problem you were addressing, how you engaged stakeholders, the approach you took, how you ensured consistency and adoption, and the outcomes achieved.
How to apply
To begin your career at the Met, please click the "apply button “. The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and Personal Statement.
Completed applications must be submitted by 23:55 on 31st March 2026.
Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence 1-2 weeks after the vacancy has closed.
Following application review, successful candidates will be invited to interview. Interview dates will commence 1-2 weeks after the hiring managers review.
