- Assessment Frameworks: Develop and manage Periodic, Probation, and Contractual Performance Assessments to ensure employee suitability and growth at every career stage.
- Performance Accountability: Lead Performance Investigations to identify root causes of underperformance and recommend corrective actions or PIPs (Performance Improvement Plans).
- Strategic Reviews: Conduct comprehensive Performance Reviews that go beyond simple scoring to provide actionable talent insights.
- Data & Metrics: Define and monitor Individual Performance Metrics (KPIs) tailored to construction-specific roles (e.g., Project Managers vs. Site Engineers).
- Systems Management: Oversee the Organization Performance Management system, ensuring data integrity and alignment between department KPIs and the company’s bottom line.
- Blue-Collar vs. White-Collar Metrics: Mention that the candidate must be able to design metrics for both site labor (productivity/safety) and office staff (efficiency/deadlines).
- Project-Based Cycles: In construction, performance often follows project milestones. The "Periodic Assessment" should likely be tied to project phases, not just the calendar year.
- The "Investigation" Aspect: Since your scope includes "Performance Investigation," ensure the candidate understands labor law and compliance to avoid legal risks during terminations or demotions.
Education Bachelor’s degree in Business Administration, HR, . MBA or HR Certification (SHRM-SCP/SPHR) is a major plus.Experience 8–10 years of HR experience, with at least 3 years in a supervisory role specifically within the Construction.Technical Skills Mastery of KPI Balanced Scorecard methodology and experience with HRIS performance modules (e.g., SAP, Oracle, or SuccessFactors).Analytical Skills Strong ability to translate complex data into "Performance Dashboards" for executive leadership.Soft Skills High emotional intelligence for handling investigations and the "firmness" required to manage performance standards in a high-pressure environment.