Senior Hr Manager KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)

1. Recruitment and Talent Acquisition

KRA: Oversee end-to-end recruitment processes and ensure the acquisition of top talent to meet organizational needs.

Short Description: Drive recruitment strategies for attracting and retaining high-quality candidates.

• Time-to-fill positions
• Quality of hires
• Retention rate of new hires
• Recruitment cost per hire

2. Employee Engagement and Retention

KRA: Develop and implement initiatives to enhance employee engagement and reduce turnover rates.

Short Description: Foster a positive work culture to increase employee satisfaction and loyalty.

• Employee satisfaction surveys
• Employee turnover rate
• Participation in engagement programs
• Training and development investment per employee

3. Performance Management

KRA: Establish performance management systems to set clear goals and provide feedback for continuous improvement.

Short Description: Drive performance excellence through goal setting and regular assessments.

• Goal achievement rate
• Performance ratings distribution
• Feedback completion rate
• Training effectiveness on performance improvement

4. HR Policy Development and Compliance

KRA: Develop and update HR policies to ensure legal compliance and alignment with organizational goals.

Short Description: Ensure HR policies are up-to-date and in line with regulatory requirements.

• Policy violation incidents
• Compliance audit results
• Policy communication effectiveness
• Policy revision cycle time

5. Training and Development

KRA: Identify training needs, design programs, and monitor development initiatives to enhance employee skills and competencies.

Short Description: Promote a culture of continuous learning and skill enhancement.

• Training participation rate
• Skills improvement assessment
• Training cost per employee
• Employee feedback on training programs

Real-Time Example of KRA & KPI

Employee Engagement and Retention

KRA: Implementing a mentorship program to increase employee engagement and retention.

• KPI 1: Number of mentorship pairings
• KPI 2: Employee retention rate of mentees after 6 months
• KPI 3: Employee satisfaction scores of mentees
• KPI 4: Time to match mentors with mentees

Tracking these KPIs resulted in a 15% increase in employee retention and a 20% rise in overall employee satisfaction.

Key Takeaways

• KRA defines what needs to be done, whereas KPI measures how well it is done.
• KPIs should always be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
• Regular tracking and adjustments ensure success in Senior HR Manager role.

Generate content in this structured format with clear, concise, and measurable KPIs while maintaining professional readability.