Hr Manager

Role Objective
The People & Culture Lead is responsible for building a strong workforce by managing recruitment, employee
performance, retention, discipline, and HR systems, ensuring the company has the right people in the right roles to
achieve business goals.

KPI STRUCTURE WITH WEIGHTAGES
Sr.
No. KPI Category Weightag

e Key Performance Indicators

1 Recruitment & Hiring 20% Timely hiring, candidate quality, onboarding completion
2 Employee Retention & Engagement 15% Attrition reduction, employee engagement, satisfaction
3 Performance Management System 15% KPI implementation, performance tracking, review

management

4 Discipline & Attendance Control 10% Attendance monitoring, discipline enforcement
5 Policy & Process Implementation 8% HR policy implementation, process adherence
6 Onboarding & Training 8% Smooth onboarding, orientation, training coordination
7 Employee Database &
Documentation 6% Employee records, documentation accuracy, confidentiality
8 Exit Management 5% Exit handling, exit interviews, feedback reporting
9 Coordination with Management 5% HR reporting, management updates, strategic support
10 Culture Building 5% Professional culture, employee alignment, accountability
11 Reporting & Review System 3% HR reports, tracking accuracy, transparency
| | TOTAL | 100% | |

DETAILED KPI PARAMETERS

1. Recruitment & Hiring (20%)
   The individual shall:
2. Be responsible for timely hiring against all approved positions.
3. Ensure quality candidates are shortlisted as per role requirements.
4. Manage the complete recruitment cycle (sourcing, screening, interview coordination, closure).
5. Ensure minimum time-to-hire for each position.
6. Maintain a pipeline of candidates for critical roles.
7. Ensure proper documentation and onboarding of all new hires.

Measurement Criteria:
 Time-to-hire
 Position closure rate
 Candidate quality and retention
 Recruitment pipeline readiness
 Onboarding completion accuracy

2. Employee Retention & Engagement (15%)
   The individual shall:
3. Work towards reducing employee attrition.
4. Conduct regular one-on-one discussions with employees to understand concerns.
5. Identify reasons for employee dissatisfaction and take corrective actions.
6. Ensure a positive and professional work environment.
7. Implement engagement initiatives to improve morale.
   Measurement Criteria:
    Attrition rate
    Employee feedback and morale
    Retention improvement
    Engagement activity effectiveness
8. Performance Management System (15%)
   The individual shall:
9. Implement and manage KPI-based performance system across departments.
10. Ensure all employees clearly understand their roles and KPIs.
11. Coordinate with department leads for performance reviews (weekly/monthly).
12. Track employee performance and highlight low performers.
13. Support management in performance-based decisions (increment, warning, exit).
    Measurement Criteria:
     KPI implementation status
     Review completion rate
     Performance tracking accuracy
     Low performer management effectiveness
14. Discipline & Attendance Control (10%)
    The individual shall:
15. Ensure proper attendance tracking for all employees.
16. Monitor late coming, absenteeism, and irregular behavior.
17. Implement and enforce company rules and policies.
18. Take action on disciplinary issues in coordination with management.
    Measurement Criteria:
     Attendance accuracy
     Reduction in absenteeism
     Discipline issue resolution
     Policy compliance level
19. Policy & Process Implementation (8%)
    The individual shall:
20. Create and implement HR policies (leave, attendance, behavior, reporting, etc.).
21. Ensure all employees follow defined processes and systems.
22. Continuously improve HR systems and structure.
    Measurement Criteria:
     Policy implementation success
     Process adherence level
     HR system improvement initiatives
23. Onboarding & Training (8%)
    The individual shall:
24. Ensure smooth onboarding of new employees.
25. Provide orientation about company, roles, and expectations.
26. Coordinate with department heads for training and skill development.
27. Ensure new employees settle quickly into their roles.
    Measurement Criteria:
     Onboarding completion time
     New employee integration success
     Training coordination effectiveness
28. Employee Database & Documentation (6%)
    The individual shall:
29. Maintain complete employee database (personal, professional, documents).
30. Ensure proper filing and record management.
31. Maintain confidentiality of employee information.
    Measurement Criteria:
     Documentation accuracy
     File management quality
     Confidentiality compliance
32. Exit Management (5%)
    The individual shall:
33. Handle employee exits professionally and systematically.
34. Conduct exit interviews to identify reasons for leaving.
35. Provide feedback to management for improvement.
    Measurement Criteria:
     Exit process completion
     Exit interview documentation
     Retention improvement insights
36. Coordination with Management (5%)
    The individual shall:
37. Regularly update management on:
     Hiring status
     Attrition
     Performance issues
38. Provide HR insights for decision-making.
    Measurement Criteria:
     Reporting timeliness
     Management coordination effectiveness
     HR insight quality
39. Culture Building (5%)
    The individual shall:
40. Work on building a professional, disciplined, and growth-oriented company culture.
41. Ensure alignment of employees with company vision and goals.
42. Promote accountability and ownership among employees.
    Measurement Criteria:
     Employee culture alignment
     Workplace discipline
     Accountability improvement
43. Reporting & Review System (3%)
    The individual shall:
44. Submit weekly HR reports to management.
45. Track:
     Hiring status
     Attendance
     Attrition
     Performance
46. Ensure accuracy and transparency in reporting.
    Measurement Criteria:
     Report accuracy
     Timeliness of reporting
     Transparency and completeness

PERFORMANCE RATING SCALE
Score % Rating Performance Level
90% – 100% Outstandin

g Exceeds expectations consistently

80% – 89% Very Good Strong performer
70% – 79% Good Meets expectations
60% – 69% Average Needs improvement
Below 60% Poor Immediate corrective action

required

FINAL EVALUATION CRITERIA
The People & Culture Lead will be evaluated based on:
 Hiring efficiency (time & quality)
 Employee retention rate
 Implementation of KPI system
 Discipline and attendance control
 Employee satisfaction and stability
 Process implementation
 Reporting accuracy
 Culture building initiatives
 HR coordination effectiveness