SENIOR EXECUTIVE, PERFORMANCE AND HR GOVERNANCE

1. Performance Management Strategy and Systems:

• Custodian of the performance management system, ensuring the design, implementation, and continuous enhancement of policies, tools, and processes including OKRs, KPIs and Performance Improvement Plans (PIPs).
• Develop and maintain accessible reference materials and toolkits to support consistent and effective application across the Group.
• Integrate OKRs and KPIs into daily operations and performance assessments, fostering a high-performance, results-oriented culture across the organisation.
• Ensure performance management processes evolve in alignment with organisational growth and industry best practices.

2. ePerformance Management Strategy Design and Implementation.

• Design and lead the implementation and optimisation of the ePMS within the new HRIS, ensuring alignment with performance frameworks (OKRs, KPIs, appraisals, calibration etc).
• Collaborate with HR, IT and vendors to configure system workflows, drive adoption and integrate ePMS with other HR modules for a seamless user experience.
• Act as the subject matter expert for performance systems, ensuring data integrity, policy compliance and continuous improvement post-implementation.

3. OKR and KPI Development & Execution:

• Support the design, rollout, and continuous optimization of an organisation-wide OKR and KPI framework to align with strategic business goals.
• Facilitate goal-setting processes, ensuring OKR/KPIs are ambitious, achievable, and directly tied to business outcomes.

4. Performance Reporting and Analytics:

• Develop and maintain performance dashboards, offering real-time, actionable insights into individual, team, and organisational performance.
• Analyse performance data to identify trends, gaps, and improvement opportunities, providing data-driven recommendations to senior leaders.
• Prepare comprehensive performance reports with clear recommendations for course corrections and enhancements.

5. Change Management and Continuous Improvement:

• Participate in organisational change initiatives and adoption strategy for the implementation and enhancement of the ePMS, ensuring alignment with organisational goals and user readiness across all levels.
• Continuously review and optimise performance management practices and system functionalities to drive agility, scalability, and sustained business impact.

6. Training and Development:

• Design and deliver impactful training programs and support documentation tailored to different levels of the organisation on performance management best practices, goalsetting, and constructive feedback.
• Provide ongoing support and guidance to People Managers to address performance challenges and navigating difficult conversations to foster improvement.

7. Collaboration and Communication:

• Partner with stakeholders to align performance management practices with divisional objectives and support cross-functional initiatives.
• Proactively involve in external strategic collaboration to enhance non-monetary employee perks, ensuring these benefits are integrated into performance management strategies and contribute to overall employee engagement.
• Communicate performance trends, challenges, and successes effectively to stakeholders, enabling data-driven decision-making, ensuring solutions are equitable, sustainable, and aligned with organisational goals.
• Engage employees through clear communication on performance expectations, goals, and progress and seamless execution of high-impact initiatives that align with organisational objectives.

8. Industry Awareness & Best Practices:

• Stay informed on emerging trends and best practices in performance management to maintain a competitive edge.
• Enhance performance management processes by incorporating industry insights and internal feedback to ensure relevance and innovation.

9. HR Governance & Compliance – Enterprise Scope:

• Drive HR compliance and audit readiness by leading governance reviews, managing policy documentation, and ensuring consistent application of internal controls across HR practices.
• Continuously improve HR governance frameworks by reviewing policies, closing audit gaps, and aligning HR practices with statutory requirements and best-in-class standards.

JOB REQUIREMENTS

1) Education:

• Bachelor’s Degree in Human Resource, Business Administration, Management, or a related field.

2) Knowledge and Experiences:

• Minimum of 5 years of progressive experience in performance management, HR, or a related field, with at least 2 years in an OKR/KPI-driven environment.
• Proven ability to design, implement, and manage OKR/KPI frameworks across individual, team, and organisational levels.
• Solid HR background and integrated people practices.
• Strong knowledge of HR policy governance, statutory compliance, audit preparation and employment law.
• Proficient in performance management tools, analytics dashboards, and HR systems/software.
• Strong analytical skills to convert performance data into actionable insights.
• Effective communicator with the ability to influence stakeholders across all levels.
• Experience navigating change management and supporting performance culture transformations.
• Familiar with local employment laws and ensuring compliance within performance frameworks.
• Strong ability to prioritise, manage multiple projects and meet tight deadlines in a dynamic environment.

3) Skills & Competencies:

Special skills required

• Certified or well-versed in OKR/KPI frameworks and modern performance methodologies.
• Experienced in using performance management platforms and data tools (e.g., Excel, PowerPoint, HRIS).
• Experienced in HR governance frameworks, audit processes, risk mitigation, and policy enforcement.
• Change-oriented mindset with a track record of driving organisational culture shifts.
• High precision in managing data, ensuring compliance and upholding HR integrity.

Personal attributes

• Results-driven and resilient under pressure.
• Proactive and self-directed with a commitment to continuous improvement.
• High ethical standards, especially when handling sensitive performance promotion data.
• Adaptable, collaborative and open to innovation and feedback.