2 of 2 Remote Performance Management Jobs in Bolton

processes across NCC Group. This is a “hands-on” global role, with a focus on global reward & compensation (variable & fixed pay, and job evaluation/architecture), as well as management of our global reward and compensation cyclical activities. It is a mixture of both operational and strategic rewards delivery, engaging with a broad variety of stakeholders and working closely … of variable incentive and bonus plans and allowances that enhance our competitive advantage in attracting and retaining top talent while managing costs effectively. Cyclical Reward Activity: Oversight of the management of cyclical annual activities such as pay review and bonus awards, supporting the wider People team through the process with their stakeholders, utilising the system to manage recommendations and … data across the reward function, enabling informed decision-making and identification of potential future issues, or opportunities. Taking a global approach to the analysis and insights into pay equality. Performance Management: Collaborate with the People team and leadership teams in the development, implementation and management performance related pay schemes that drive colleague engagement, retention and business More ❯

. Balance high inbound lead volume (currently 85% inbound) with development of outbound strategies to hit growth goals. Own and refine the mid-market sales playbook: deal cycles, pipeline management, forecasting, and execution. Coach reps on mid-market to enterprise-level motions, ensuring they know how to navigate complex deals (average contract value £20–50k, 60-day cycle). … realise ROI in reducing bad hires and improving time-to-value. Recruit and retain top talent capable of thriving in a resource-limited, scaling environment. Build scalable reporting and performance management processes across the team. Act as a key member of the leadership team, contributing to GTM strategy and wider company growth. Requirements: 2–3 years of people … management experience, ideally having led a mid-market SaaS sales team. A track record of high individual performance prior to moving into management. Someone opinionated and objective in their approach - able to challenge assumptions and build rather than just follow a playbook. Strong coaching skills: can upskill reps on selling to multiple stakeholders (economic buyers, champions, influencers, blockers More ❯