Strategy 

• Supports the design and continuous improvement of performance appraisal policies and reporting frameworks through strategic data driven insights.
• Defines data measurement frameworks, establishes clear accountability for analytical ownership, and aligns metrics with RTA’s strategic and operational KPIs. 
• Recommends analytical models and automation enhancements to strengthen evidence-based decision-making and workforce insight generation. 
• Contributes to strategic discussions on digital analytics transformation within the HR ecosystem. 

Operations

• Develops and maintains evaluation of dashboards and analytical models using Business Intelligence and analytics tools such as Power BI and advanced Excel models, ensuring accurate measurement, visualization, and reporting. 
• Leads data extraction, cleansing, and transformation activities to ensure readiness for analysis and decision-making. 
• Applies predictive and diagnostic analytics techniques to performance data to forecast trends, skill requirements, and organizational gaps/risks.
• Reviews data quality and verifies the accuracy and integrity of performance indicators, identifying inconsistencies, and recommending corrective measures in line with Governance & Compliance standards.
• Consolidates and documents performance data in alignment with DGHR reporting protocols and internal data governance guidelines.
• Manage the operational implementation of the Individual Performance Management Cycle in accordance with DGHR laws and approved procedural guidelines.
• Calculate, monitor, and enforce approved quota distribution for performance ratings ensuring fairness and compliance. 
• Provide procedural and system-related support to managers and employees regarding performance evaluation and TMS usage. 
• Coordinate with HR Business Partners and departments to address performance-related inquiries and escalations. 
• Prepare official analytical and executive reports on performance results for senior management. 

Product / Process Improvement 

• Defines and oversees digital transformation analytics within the performance management ecosystem, including automation of workflows, real-time data visualizations, and integration with HR systems. 
• Collaborates with IT and HR systems teams to enhance platform usability, analytical dashboards, and data interfaces that strengthen system reliability and analysis quality. 
• Expands the analytical capability of HR systems through the integration of advanced machine learning techniques or predictive models to support proactive workforce planning and performance management systems, ensuring that data insights support organization-wide talent and capability decisions.
• Reviews governance processes and system controls to ensure data confidentiality, ethical analytics usage, and system compliance requirements. 
• Identifies opportunities for continuous improvement across data management processes, ensuring high analytical maturity across the performance function.

• Bachelor’s degree/Master’s degree in HR
• 3+ years in case of Master's degree (5+years in case of Bachelor's degree)
• Expertise in assessment and talent pool development
• Strong core data analysis and reporting capabilities
• Experience in employee performance management and evaluation
• Ability to conduct ROI assessments for HR and talent initiatives
• Knowledge of strategic workforce intelligence and workforce planning
• Skilled in presentation design and executive-level reporting
• Proficiency in job analysis and evaluation methodologies
• Experience in learning ecosystem design and implementation
• Competence in people analytics and data automation
• Understanding of skills-based organization design and workforce enablement