Performance Management Officer

Job Summary The Performance Management Officer supports the development, implementation and monitoring of performance management processes across the organisation. The role involves coordinating performance reviews, maintaining performance data, preparing reports and providing guidance to managers and employees on objectives, key performance indicators (KPIs) and review procedures.

The position requires strong analytical, communication and organisational skills, with the ability to handle confidential information and translate performance data into clear insights. The Officer works with relevant departments to promote consistent, fair and effective performance practices aligned with organisational objectives.

Key Responsibilities

• Coordinate the organisation’s performance management cycle, including objective setting, mid-year reviews and annual performance appraisals.
• Support managers and employees in developing clear, measurable objectives and KPIs aligned with departmental and organisational goals.
• Monitor completion of performance reviews and follow up with managers and employees to meet required deadlines.
• Maintain accurate performance management records, systems and employee data, ensuring confidentiality and appropriate access controls.
• Prepare performance dashboards, reports and analysis for management, identifying trends, gaps and areas for improvement.
• Review performance data for accuracy and consistency, and resolve discrepancies in coordination with relevant stakeholders.
• Provide guidance to managers and employees on performance management policies, procedures, documentation and system use.
• Prepare presentations and briefing materials on performance outcomes, review cycles and related initiatives.
• Perform other related duties assigned by management.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management, Organisational Psychology or a related discipline.
• A relevant professional qualification, such as SHRM, SPHRI, or CIPD, will be an advantage.

Experience

• Minimum 2–4 years of relevant experience in performance management, human resources, people analytics or a similar role.
• Experience coordinating employee appraisal cycles and supporting objective and KPI setting.
• Experience preparing HR reports, analysing performance data and maintaining confidential employee records.
• Experience using HR information systems or performance management platforms is preferred.