Performance Management Specialist (Human Resources Development)

Performance Management Specialist (Human Resources Development)

As a key member of the HR Department, you will take the lead in the company’s performance management function in Malaysia. This role is dedicated to developing and executing robust performance management strategies that align with organizational goals, while also overseeing organizational structure optimization and probation management. Your work will directly contribute to driving employee performance, clarifying organizational roles, and supporting data-driven HR decision-making. If you have extensive HR experience with a focus on performance management, and excel in designing and implementing HR systems, we welcome you to join our team.

Responsibilities

• Develop, implement, and continuously improve the company’s performance management system.
• Align performance management strategies with organizational objectives and business needs.
• Ensure objectives are cascaded clearly from top management to individual employees. Support departments in setting SMART goals and Key Performance Indicators (KPIs).
• Oversee mid-year and annual performance appraisal processes.
• Provide training to managers on conducting fair and effective performance reviews.
• Design, update, and maintain the company’s organization chart to reflect current structures.
• Work with department heads to ensure reporting lines, roles, and responsibilities are clearly defined. Recommend organizational adjustments to improve efficiency and clarity in structure.
• Develop and oversee the probation evaluation framework for new employees.
• Ensure probation evaluation criteria are consistent, transparent, and aligned with role requirements.
• Advise managers on probation review outcomes and coordinate confirmation or extension decisions.
• Analyze performance and probation data, generating reports to support HR and business decisions.
• Collaborate with Learning & Development to link performance and probation results to training needs.
• Recommend interventions such as coaching, mentoring, or Performance Improvement Plans (PIP).
• Communicate performance management policies and procedures to all staff.
• Drive awareness and adoption of performance management initiatives.

Requirements

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