HR Manager - KPI & Performance

Responsibilities:

• Develop and implement a robust KPI framework that aligns with business objectives and departmental goals.
• Collaborate with department heads and senior leadership to establish clear and measurable KPIs for employees at all levels.
• Monitor and adjust KPIs as needed to reflect business priorities, ensuring continuous alignment with company goals.
• Train managers and staff on the understanding and use of KPIs for performance tracking and improvement.
• Lead the design and execution of the annual performance review cycle.
• Work with managers to ensure that performance reviews are fair, constructive, and tied to individual KPIs.
• Provide guidance on performance feedback methods, and assist in identifying areas of improvement for employees.
• Analyze performance review data to identify trends and make recommendations for workforce planning, employee development, and compensation adjustments.
• Develop and maintain a competency framework that defines the skills, behaviors, and attributes required for success across various roles within the organization.
• Align the competency framework with business needs and integrate it into recruitment, training, career development, and succession planning processes.
• Collaborate with department leaders to update competency requirements in response to evolving business demands.
• Partner with Learning & Development teams to ensure that employees have access to training and development programs that support KPI achievement and competency development.
• Identify and implement performance improvement initiatives, including coaching, mentoring, and targeted development plans.
• Generate and present regular performance management reports for senior leadership, providing insights on KPI achievement, performance trends, and areas for improvement.

Qualifications:

• MBA in Human resource or equivalent qualification
• Minimum 7 to 8 years of experience in developing and managing KPI frameworks and annual performance review processes.
• Strong understanding of competency models and their integration with performance and talent management systems.
• Experience using performance management software/tools for tracking and reporting on employee performance.