Senior HR Executive PMS

The Senior HR Executive PMS leads the monthly employee KPI cycle, enabling effective goal setting, evaluation, and feedback processes. Utilizing performance appraisal software and people analytics platforms, this role tracks individual and departmental progress, identifies performance gaps, and develops improvement strategies such as Performance Improvement Plans. The Senior HR Executive works closely with heads of departments to ensure KPIs reflect SMART criteria and business priorities, delivering comprehensive reports and insights to management. Through consistent follow-ups and collaboration with HR, the position fosters transparent and fair performance evaluations that support informed decisions regarding promotions, increments, and employee development.
Responsibilities

Lead and manage the monthly employee KPI cycle, including KPI setting, monitoring, evaluation, and reporting.
Develop and maintain a structured KPI framework linking organizational goals to departmental goals and individual employee KPIs.
Collaborate with heads of departments to create SMART and measurable KPIs aligned with business objectives.
Track and evaluate monthly employee performance against assigned KPIs and targets.
Monitor and assess departmental performance relative to established goals and KPIs.
Identify performance gaps at both employee and departmental levels and recommend appropriate corrective actions.
Prepare detailed monthly reports including PMS reports, KPI achievement reports, departmental performance summaries, and management dashboards.
Analyze performance trends and provide actionable insights and recommendations to management.
Ensure timely completion and accurate documentation of monthly performance evaluations and related records.
Review the effectiveness of KPIs and propose changes aligned with shifting organizational priorities and departmental needs.
Design and oversee Performance Improvement Plans for employees with recurring performance challenges.
Maintain comprehensive and accurate records of employee performance data, departmental targets, and PMS history.
Coordinate with heads of departments and HR to inform performance-related decisions such as increments, promotions, rewards, development plans, and corrective measures.
Establish and standardize PMS practices to guarantee fair, transparent, and consistent performance evaluation across the organization.
Conduct regular follow-ups to ensure performance gaps are addressed and approved corrective actions are implemented.
Support management efforts to build and sustain a performance-driven and accountability-based organizational culture.