Key Responsibility Areas (KRAs) & Key Performance Indicators (KPIs) for HR Manager
1. Talent Acquisition and Recruitment
KRA: Lead end-to-end recruitment to attract, select, and onboard high-quality talent aligned with organizational needs.
Short Description: Driving efficient and effective hiring to build a strong workforce.
- Average Time-to-Fill for Open Positions
- Offer Acceptance Rate
- Quality of Hire Score after Probation
- Recruitment Cost per Hire
2. Employee Relations and Engagement
KRA: Foster a positive work environment by managing employee relations, resolving conflicts, and enhancing engagement.
Short Description: Building a supportive, transparent, and engaged workplace culture.
- Annual Employee Engagement Survey Score
- Voluntary Employee Turnover Rate
- Number of Grievances Resolved within SLA
- Participation Rate in Engagement Initiatives
3. Performance Management
KRA: Design, implement, and monitor performance management processes that drive individual and organizational growth.
Short Description: Managing performance cycles to improve productivity and accountability.
- Performance Review Completion Rate on Time
- Percentage of Employees Meeting or Exceeding Goals
- Number of Performance Improvement Plans Successfully Closed
- Training Participation Rate for Low-Performing Employees
4. Employee Training and Development
KRA: Plan and execute learning initiatives that strengthen employee capabilities and support career growth.
Short Description: Enhancing skills and competencies through structured learning programs.
- Training Completion Rate per Program
- Average Post-Training Assessment Score Improvement
- Internal Promotion Rate Linked to Development Plans
- Training Hours per Employee per Quarter
5. HR Policy Compliance and Legal
KRA: Ensure all HR practices comply with labor laws, company policies, and regulatory standards.
Short Description: Maintaining legal compliance and robust HR governance.
- Number of Compliance Violations Reported per Year
- Audit Non-Compliance Findings Related to HR Processes
- Policy Acknowledgment Rate among Employees
- Turnaround Time for Policy Updates after Regulatory Changes
6. Compensation and Benefits Management
KRA: Design and manage competitive, fair, and compliant compensation and benefits structures.
Short Description: Balancing internal equity, market competitiveness, and cost efficiency.
- Compensation Benchmarking Coverage against Market Data
- Percentage of Employees within Defined Pay Range Midpoints
- Benefits Utilization Rate across Key Programs
- Number of Pay-Related Queries Resolved within SLA
7. Onboarding and Offboarding
KRA: Manage seamless onboarding and structured offboarding experiences that protect both employee experience and organizational knowledge.
Short Description: Ensuring smooth entry and exit processes for employees.
- New Hire Onboarding Completion Rate within Defined Timeline
- New Hire 90-Day Retention Rate
- Exit Interview Completion Rate
- Average Time to Complete Full and Final Settlement
8. HR Operations and Payroll Coordination
KRA: Oversee accurate HR administration, records management, and coordination with payroll for error-free processing.
Short Description: Driving reliable, timely, and compliant HR operations.
- Payroll Error Rate Attributable to HR Data
- On-Time Submission of HR Inputs for Payroll Cycles
- Accuracy Rate of Employee Master Data
- Turnaround Time for Processing HR Service Requests
9. HR Analytics and Workforce Planning
KRA: Use data-driven insights to forecast workforce needs and support strategic decision-making.
Short Description: Leveraging HR data to plan, optimize, and strengthen workforce capability.
- Accuracy of Headcount and Attrition Forecasts
- Frequency of HR Dashboards Shared with Leadership
- Number of Strategic Decisions Supported by HR Analytics
- Time Taken to Produce Monthly HR Metrics Reports
10. Culture, Employer Branding, and Internal Communication
KRA: Promote a strong organizational culture, strengthen employer brand perception, and ensure effective internal communication.
Short Description: Shaping culture and communication to attract, retain, and inspire talent.
- Employer Branding Rating on External Platforms
- Employee Net Promoter Score (eNPS)
- Open Rate and Engagement Rate of Internal Communication Campaigns
- Participation Rate in Culture-Building and CSR Activities
Real-Time Example of KRA & KPI
Example: Employee Training and Development
KRA: Implement training programs to enhance employee skills and knowledge in line with current and future business needs.
- KPI 1: Training Completion Rate across Mandatory and Role-Specific Programs
- KPI 2: Average Skill Improvement Score Based on Pre- and Post-Training Assessments
- KPI 3: Employee Promotion or Role-Movement Rate Post-Training Participation
- KPI 4: Training Cost per Employee versus Productivity Improvement Index
By consistently monitoring training completion, skill improvement scores, and promotion rates, the HR Manager linked learning programs directly to performance outcomes, which resulted in higher internal mobility, reduced external hiring dependence, and measurable productivity improvements at team level, while tracking cost-effectiveness ensured that training investments generated visible returns for the organization.
Key Takeaways
- KRA defines what needs to be done, whereas KPI measures how well it is done for each responsibility area of the HR Manager.
- KPIs should always be SMART (Specific, Measurable, Achievable, Relevant, Time-bound) to allow objective performance evaluation and meaningful improvement actions.
- Regular tracking and adjustments of KRAs and KPIs help the HR Manager stay aligned with business goals, respond to workforce trends, and continuously improve HR effectiveness.
