KRA 1: Task Sheets, EOD Management & Individual KRAS/KPIs
Ensure the preparation and timely updating of monthly task sheets for all employees with clear deliverables and timelines. Monitor daily EOD report submissions. In parallel, ensure that every employee has a defined set of KRAS and KPIs aligned with their role, reviewed quarterly for relevance and performance alignment.
(To start with 40,000 and above salary brackets, remaining through delegation)
Key Performance Indicators (KPIs):
• 100% compliance in maintaining and updating monthly task sheets for applicable employees, with HR submitting consolidated weekly reports to the reporting authority.
• 100% EOD submission rate across departments.
• All employees to have role-specific KRAS and KPIs, maintained and updated quarterly.
•Follow-up limited to 10% of assigned tasks.
KRA 2: Monthly Scorecard Review, Performance Analysis & Reporting
Conduct monthly evaluations of employee scorecards based on performance, attendance, task completion,
and goal achievement. Prepare and share insight-based reports with the Director, incorporating internal metrics, policy compliance, and key decisions such as confirmations, appraisals, and performance
clearance.
Key Performance Indicators (KPIs):
•100% employee scorecards reviewed and analysed monthly with 90%+ accuracy.
Timely submission of the performance report to the Director by the 5th of every month.
• Trial, probation, and IPB clearance status tracked and evaluated.
• Bonus and allowance recommendations based on data-backed performance.
• Timely appraisal (half-yearly & out-of-turn) reporting and documentation.
• Implementation of PDR policy across applicable employees.
• Monitor underperformance; escalate if needed.
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Monthly reporting of policy violations and performance trends.
• Ensure empty/trial/probation clearances are completed without delay.
• Maintain compliance in performance-linked benefits, aligned with scorecard data.
KRA 3: Training, Development & Research-Based HR Best Practices
Coordinate regular skill development and knowledge enhancement activities, including role-based training for new and existing employees. Introduce sessions by Team Leaders and incorporate findings from research on global HR practices to stay ahead competitively.
Key Performance Indicators (KPIs):
• Minimum 4 training sessions monthly (internal/external/online).
• Departmental TLs to conduct at least 1 session per quarter.
• 90% average attendance in training sessions.
• Maintain 4.0/5 average feedback score.
• All new employees to receive structured onboarding training. Ongoing development for existing employees.
• At least one new HR best practice implemented quarterly.
Quarterly exploration of global trends to refine internal HR strategies.
KRA 4: Recruitment, Onboarding & Exit Formalities
Manage end-to-end hiring, including freelancers. Ensure structured onboarding (with PPT-based induction) and timely completion of exit proc esses with record keeping and legal compliance.
Key Performance Indicators (KPIs):
• Time-to-hire not exceeding 30 days.
• 100% of new hires onboarded with induction (PPT, policies, team intro).
• 95%+ exit formalities completed within 7 working days.
• All exit interviews documented, analysed, and archived.
• Maintain organized records of recruitment and exits, including legal documentation.
KRA 5: Payroll, Attendance Lock, and HR Compliance
Ensure timely, accurate salary processing and strong compliance with labour laws and internal HR policies.
Maintain accurate employee files, including for ex-employees. Manage attendance systems with defined
locks and strict regularization windows.
Key Performance Indicators (KPIs):
• 100% of salaries disbursed by due date with 95%+ accuracy.
• No more than 2 payroll errors per cycle.
• 100% compliance with PF, ESI, gratuity, and labour laws.
• Maintain complete employee files (current & ex-employees).
Quarterly payroll audit score of 90%+.
• Attendance locked after 10 days; no regularisations accepted after 24 hours.
• Monthly compliance checklist updated and submitted.
KRA 6: Budget Preparation, Financial Oversight & Profitability
Coordinate with teams and the Director to prepare and track the organisational budget. Ensure cost
control, financial compliance, and timely submission of business analysis reports with a focus on profitability.
Key Performance Indicators (KPIs):
Monthly budget submitted on time.
• Maintain variance between actual vs planned expenses below 20%.
• 100% submission of BIGA (Business, Impact, Growth, Analysis) reports.
• Track department-level financial efficiencies.
• Implement strategic actions to boost profitability and reduce financial leakage.
KRA 7: HR Policy Development, Legal Affairs & Documentation
Regularly review and implement HR policies with clear documentation. Handle HR-related legal matters efficiently and ensure record keeping aligns with audit standards.
Key Performance Indicators (KPIs):
• At least 1 policy reviewed or implemented monthly.
• Maintain and regularly update individual KRAS and KPIs for every employee, with quarterly reviews for relevance and performance tracking.
Legal matters (employment, compliance, documentation) are addressed with proper records.
• 100% policy communication with employee acknowledgement.
• Maintain audit-ready documentation for all HR records.
Legal coordination on employment-related compliance and disputes.
Conduct ongoing research and exploration into emerging HR trends, labour laws, and industry benchmarks to drive policy innovation and regulatory alignment.
KRA 8: Engagement, Retention & External Inclusion
Lead initiatives to foster a motivated, healthy, and cohesive workforce while extending engagement efforts
to freelancers and external collaborators. Analyse employee sentiment and participation through data.
Key Performance Indicators (KPIs):
• Minimum 2 engagement activities/month.
• Maintain employee engagement score of 4.0+.
• Attrition rate maintained at or below 10% quarterly.
• 80%+ employee participation in events.
• Include freelancers/consultants in engagement drives where relevant.
• Use data analytics to track impact of engagement on performance and retention.
Establish a structured process for grievance handling, transparent leave tracking, and feedback analysis to
enhance workplace trust and HR responsiveness.
Key Performance Indicators (KPIs):
• 100% grievances acknowledged within 24 hours.
• 90% grievance resolution rate within 7 working days.
• Maintain updated, verified leave records for all employees.
• Achieve feedback score of 4.0/5 on grievance and leave management.
KRA 10: Office Admin, Branding & Record Keeping/ Maintenance
Supervise office admin, maintain proper documentation (HR and operations), and strengthen the employer brand through digital platforms and activities.
Key Performance Indicators (KPIs):
• Less than 10% stock-outs on critical office supplies.
• 100% adherence to monthly admin checklist.
• 4 HR posts every month on LinkedIn targeting 500 likes per post.
• Maintain online employer rating of 4.0+
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