Performance Systems Analyst

Job Purpose

The Performance Systems Analyst in HR drives employee productivity and aligns individual performance with organizational goals by designing, implementing, and monitoring performance management systems. They manage appraisal cycles, define KPIs/OKRs, analyze performance data, and implement improvement plans. The role ensures that systems effectively track and enhance employee performance across the organization.

Key Roles and Responsibilities

1. System Design & Implementation

• Develop and maintain structured Performance Management Systems (PMS).
• Ensure systems support effective goal setting, appraisal cycles, and performance tracking.

2. KPI & Goal Setting

• Partner with department heads to define and refine KPIs and KRAs.
• Ensure goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

3. Performance Cycle Management

• Lead annual or bi-annual appraisal cycles, including goal-setting sessions, mid-year reviews, and year-end evaluations.
• Ensure smooth execution and adherence to timelines.

4. Training & Coaching

• Provide guidance and communication toolkits to managers for delivering constructive feedback.
• Support managers in conducting effective performance reviews.

5. Performance Improvement Plans (PIPs)

• Identify underperforming employees.
• Collaborate with managers to design, implement, and monitor PIPs.

6. Data Analytics & Reporting

• Analyze performance metrics to identify trends, gaps, and improvement opportunities.
• Present actionable insights to senior leadership.

7. Calibration & Fairness

• Facilitate calibration sessions to ensure consistency and fairness of ratings across departments.
• Support equitable and unbiased performance assessments.

Job Requirements

Educational Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.

Work Experience

• 3–6+ years in HR process engineering, HR transformation, or systems optimization.
• Strong analytical skills with proficiency in Microsoft Excel.
• Experience with HRIS systems (e.g., SAP, Oracle, or other HR/compensation management software).
• Knowledge of Saudi Labor Law and local market trends.

Behavioral Competencies

• Performance System Design
• KPI & KRA Development
• Data Analytics
• HRIS Management
• Strategic Alignment
• Communication & Influencing

Language Requirements

• Arabic: Native proficiency
• English: Excellent command (reading, writing, and speaking)