Performance & People Development Coordinator

Job Description

Role: Performance & People Development Coordinator

Job Summary:

The Performance & People Development Specialist is responsible for leading the companys performance management process, ensuring KPI alignment, employee engagement, talent acquisition, and training initiatives. This role ensures that all departments effectively implement SMART KPIs, monitors performance trends, flags concerns early, and supports strategic HR efforts related to people development and workforce capability enhancement.

Key Responsibilities:

• Design, implement, and monitor the company-wide performance management framework.
• Collaborate with department managers to ensure all KPIs are SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
• Regularly review and validate KPIs set by each department, ensuring alignment with strategic goals.
• Collect performance data and scores monthly or quarterly and prepare analytical dashboards.
• Identify underperformance or deviations early and raise red flags to HR leadership and concerned departments.
• Support line managers in performance coaching and corrective action planning.

1. Employee Engagement

• Develop and implement initiatives to enhance employee satisfaction, motivation, and retention.
• Conduct regular employee engagement surveys, analyze results, and propose action plans.
• Organize and manage internal events, recognition programs, and feedback platforms.

1. People Development & Training Management

• Conduct training needs analysis (TNA) in coordination with department heads.
• Develop and manage annual training plans and calendars.
• Identify and coordinate with internal or external training providers.
• Track post-training impact on employee performance and development.
• Promote career development and succession planning strategies.

1. Talent Acquisition Management

• Support the full recruitment cycle: sourcing, screening, interviewing, and onboarding.
• Collaborate with department managers to understand manpower needs.
• Ensure effective employer branding and candidate experience.
• Maintain and manage talent pipelines for critical positions.
• Ensure hiring decisions align with company culture and long-term needs.

Requirements:

• Bachelors degree in Human Resources, Business Administration, Psychology, or a related field.
• 13 years of HR experience, preferably with a focus on HR reporting, employee engagement, or internal communications.
• Strong analytical skills and experience with HR data and reporting tools (e.g., Excel, Power BI, HRIS).
• Excellent communication and interpersonal skills.
• Proficient in Microsoft Office Suite and familiar with HR systems.
• Organized, detail-oriented, and able to manage multiple priorities in a fast-paced environment.