HR - Performance Management Specialist

• Job Title: Performance Management Specialist
• Department: Human Resources – Career Management
• Location: Ras Al-Khair
• Reports To: Career Management Department

Job Description – Performance Management Specialist

1. Role Purpose

To design, implement, and continuously improve the company’s Performance Management Framework ensuring alignment between corporate objectives, functional KPIs, and individual performance.

The role integrates data, analytics, and AI tools (including Phenom Intelligent Talent modules) to drive fairness, accuracy, and continuous improvement in employee performance evaluation and development.

2. Key Accountabilities

Area

Responsibilities

Performance Framework Design

• Maintain and continuously refine the Performance Management policy, process, and calendar (goal-setting, mid-year review, final evaluation). • Ensure alignment between the corporate strategy (KPI tree) and individual objectives. • Develop BARS-based performance rubrics to standardize evaluation of core competencies across all functions.

Process Management

• Coordinate the annual performance cycle end-to-end in collaboration with HRBPs and Functional Leaders. • Ensure all evaluations, calibrations, and ratings follow the approved governance and SLA timelines. • Partner with the Phenom Intelligent Talent platform team and HRIS to automate workflows, dashboards, and alerts.

Analytics & Insights

• Generate performance analytics reports (distribution, calibration, performance-potential grid, gender/diversity metrics). • Monitor QoH (Quality of Hire) → Performance outcomes to assess recruitment process effectiveness. • Support predictive analytics (link between performance data, attrition, and development needs).

Calibration & Fairness

• Facilitate cross-functional calibration sessions ensuring fairness, objectivity, and business consistency. • Support managers in applying BARS (Behaviorally Anchored Rating Scales) for transparent, evidence-based scoring. • Track and report any rating anomalies or adverse-impact indicators.

Manager & Employee Enablement

• Develop and deliver training sessions on goal-setting, feedback, and performance conversations. • Provide guidance to managers on S.M.A.R.T. goal writing and measurable KPIs. • Build internal micro-learning modules on “How to write effective goals” and “Coaching for performance.”

Integration with Rewards & Development

• Collaborate with Compensation & Benefits to align performance ratings with variable pay, incentives, and career progression. • Work with Learning & Development to convert performance gaps into targeted Individual Development Plans (IDPs).

Continuous Improvement

• Collect NPS feedback from managers and employees on the performance cycle. • Benchmark and recommend digital or AI-driven assessment tools to enhance objectivity and experience. • Review and update the Performance Policy, Guidelines, and Templates annually.

5. Knowledge, Skills & Experience

Area

Requirements

Education

Bachelor’s degree in Human Resources, Business Administration, Industrial Engineering, or related field. Master’s or HR Certification (CIPD / SHRM / CHRP) is an advantage.

Experience

5–8 years in Performance Management, HR Analytics, or HR Operations, preferably in a large industrial or manufacturing organization.

Technical Skills

• Strong command of HRIS / Performance Systems (SAP SuccessFactors, Oracle, or Phenom). • Proficiency in Excel/Power BI/Tableau. • Knowledge of BARS, KO, and KPI cascading methods. • Understanding of NPS, QoH, and other HR metrics.

Language

Fluency in English (required)

Soft Skills

Analytical, facilitation, attention to detail, diplomacy, change management.