• Auto req ID 348BR

Job Description

To design, maintain, monitor and enhance the performance management of the Center. Advise management on the policies and procedures necessary to advance individual performance in alignment with KAPSARC’s business objectives. Establish and implement competency models for the various positions and provide guidance to managers to assess competencies of employees.

Required qualifications

  • Bachelor’s degree in Human Resource Management, or other relevant Management or Social Science disciplines.
  • 2-8 years of experience within the HR industry; excellent industry awareness and understanding of the performance management evaluation needs of the organization.
  • Excellent command of the English language (spoken/written).
  • Business proficiency in Arabic language.
  • Knowledge of job analysis, job evaluation, grade recommendations, and reward management tools and techniques.


  • Excellent industry awareness and understanding of the performance management evaluation needs of the organization.
  • In-depth knowledge of performance management concepts, theories, related practices and tools with substantial experience of incorporating these into business-focused solutions, including workable implementation plans e.g., design of departmental structures with a cohesive framework of competency models, setting performance standards and measuring results.
  • Strong communication skills, both in writing and speaking.
  • Ability to analyze and develop innovative and business-focused solutions that take account of the employee’s needs.
  • Ability to develop structured processes, policies and procedures that support goal achievement.
  • Analyze existing programs to determine their on-going ability to support KAPSARC’s business objectives.
  • Align the performance management system with KAPSARC’s business strategy and continuously improve processes to develop a performance appraisal system.
  • Plan and implement a comprehensive performance management and automation plans and enforce the performance cycle.
  • Establish a mechanism to reflect the cascaded individual objectives in the performance appraisal.
  • Identify below/poor performers and work closely with their direct supervisor to identify development plans and areas for improvement.
  • Oversee the implementation of key performance measures, core competencies and core values into the performance appraisal system.
  • Formulate a philosophy of human performance improvement and keep this philosophy current from one year to the next to support KAPSARC’s ongoing operations.
  • Advise department heads on better methods to improve departmental results.
  • Advise department heads on competency-based management systems.
  • Design and develop standards for competency assessment for recruitment, development and promotion of employees.
  • Implement the competency framework system and train department heads to carry out competency assessment, determine employee development needs and provide support.
  • Design and develop communication programs to link talent development more clearly to performance management.
  • Provide strategic advice and guidance on the performance management framework.
  • Research best practices in human performance, and design and develop a tailored performance management system.
  • Other duties within the scope, spirit and purpose of the job, as needed by the department or requested by management.

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