Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Site HR Manager
1. Recruitment and Onboarding
KRA: Managing end-to-end recruitment processes and ensuring seamless onboarding experiences for new hires.
Short Description: Ensuring the organization attracts and retains top talent.
- Time-to-fill for open positions
- Retention rate of new hires after 6 months
- Quality of new hire performance evaluations
- Employee satisfaction with the onboarding process
2. Employee Relations and Engagement
KRA: Fostering positive employee relations and creating engagement initiatives to boost morale and productivity.
Short Description: Promoting a positive work culture and high employee satisfaction.
- Employee satisfaction survey scores
- Participation rate in engagement activities
- Number of resolved employee grievances
- Employee turnover rate
3. Training and Development
KRA: Identifying training needs, designing development programs, and tracking employee growth.
Short Description: Enhancing employee skills and competencies.
- Training hours per employee
- Employee skill improvement rate post-training
- Employee promotion rate after development programs
- Training program feedback scores
4. Performance Management
KRA: Implementing performance appraisal systems and providing feedback for continuous improvement.
Short Description: Ensuring fair and transparent performance evaluations.
- Completion rate of performance reviews
- Percentage of employees achieving performance goals
- Alignment of individual goals with organizational objectives
- Employee feedback on performance evaluation process
5. Compensation and Benefits Administration
KRA: Managing salary structures, benefits packages, and ensuring compliance with labor laws.
Short Description: Providing competitive and fair compensation packages.
- Salary competitiveness analysis results
- Employee satisfaction with benefits offerings
- Compliance rate with labor laws related to compensation
- Employee retention based on compensation and benefits satisfaction
6. HR Policy Development and Compliance
KRA: Developing HR policies, procedures, and ensuring adherence to legal requirements.
Short Description: Establishing clear guidelines for employee conduct and organizational compliance.
- Number of policy revisions to align with changing laws
- Compliance audit results
- Employee acknowledgment of updated policies
- Risk assessment for non-compliance incidents
7. Diversity and Inclusion Initiatives
KRA: Promoting diversity and inclusion in the workplace through initiatives and awareness programs.
Short Description: Creating a diverse and inclusive work environment.
- Diversity representation in hiring processes
- Inclusion survey scores
- Participation rate in D&I training sessions
- Employee feedback on D&I initiatives
8. HR Data Analysis and Reporting
KRA: Analyzing HR metrics, preparing reports, and providing insights for data-driven decision-making.
Short Description: Leveraging data for strategic HR planning.
- Accuracy of HR data reports
- Turnover trends analysis
- Cost per hire calculation and optimization
- Effectiveness of HR initiatives based on data analysis
9. Employee Health and Safety
KRA: Ensuring a safe and healthy work environment, compliance with occupational health standards.
Short Description: Prioritizing employee well-being and workplace safety.
- Incident rate of workplace accidents
- Employee attendance due to health issues
- Completion rate of safety training programs
- Safety compliance audit results
10. Succession Planning and Talent Development
KRA: Identifying and developing high-potential employees for future leadership roles.
Short Description: Building a strong talent pipeline for organizational growth.
- Succession planning coverage percentage
- Employee satisfaction with career development opportunities
- Promotion rate from internal talent pool
- Talent retention rate of high-potential employees
