SENIOR EXECUTIVE, PERFORMANCE AND HR GOVERNANCE

KPJ Healthcare Berhad; Kuala Lumpur; On-site; MYR 200,000 - 250,000; Full time

Job summary

A leading healthcare provider in Kuala Lumpur is seeking a Senior Executive for Performance and HR Governance. The role involves designing and implementing performance management strategies, driving the adoption of ePMS, and collaborating with stakeholders. Ideal candidates should have over 5 years of experience, a Bachelor's degree in Human Resources or related fields, and strong skills in performance management tools and analytics. Join us to contribute to our organisational growth and performance culture.

Qualifications

• Minimum of 5 years of experience in performance management or HR.
• Strong knowledge of HR policy governance and statutory compliance.
• Certified in OKR/KPI frameworks and modern performance methodologies.

Responsibilities

• Custodian of the performance management system, ensuring effective application.
• Design and lead the implementation of ePMS aligned with performance frameworks.
• Develop performance dashboards for actionable insights into performance.

Skills

Performance management tools

Analytical skills

Communication skills

Education

Bachelor’s Degree in Human Resource or related field

Tools

Excel

HRIS

PowerPoint

Job description

SENIOR EXECUTIVE, PERFORMANCE AND HR GOVERNANCE

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1. Performance Management Strategy and Systems

• Custodian of the performance management system, ensuring the design, implementation, and continuous enhancement of policies, tools, and processes including OKRs, KPIs and Performance Improvement Plans (PIPs).
• Develop and maintain accessible reference materials and toolkits to support consistent and effective application across the Group.
• Integrate OKRs and KPIs into daily operations and performance assessments, fostering a high-performance, results‑oriented culture across the organisation.
• Ensure performance management processes evolve in alignment with organisational growth and industry best practices.

2. ePerformance Management Strategy Design and Implementation

• Design and lead the implementation and optimisation of the ePMS within the new HRIS, ensuring alignment with performance frameworks (OKRs, KPIs, appraisals, calibration, etc.).
• Collaborate with HR, IT and vendors to configure system workflows, drive adoption and integrate ePMS with other HR modules for a seamless user experience.
• Act as the subject matter expert for performance systems, ensuring data integrity, policy compliance and continuous improvement post‑implementation.

3. OKR and KPI Development & Execution

• Support the design, rollout, and continuous optimisation of an organisation‑wide OKR and KPI framework to align with strategic business goals.
• Facilitate goal‑setting processes, ensuring OKR/KPIs are ambitious, achievable, and directly tied to business outcomes.

4. Performance Reporting and Analytics

• Develop and maintain performance dashboards, offering real‑time, actionable insights into individual, team, and organisational performance.
• Analyse performance data to identify trends, gaps, and improvement opportunities, providing data‑driven recommendations to senior leaders.
• Prepare comprehensive performance reports with clear recommendations for course corrections and enhancements.

5. Change Management and Continuous Improvement

• Participate in organisational change initiatives and adoption strategy for the implementation and enhancement of the ePMS, ensuring alignment with organisational goals and user readiness across all levels.
• Continuously review and optimise performance management practices and system functionalities to drive agility, scalability, and sustained business impact.

6. Training and Development

• Design and deliver impactful training programs and support documentation tailored to different levels of the organisation on performance management best practices, goal‑setting, and constructive feedback.
• Provide ongoing support and guidance to People Managers to address performance challenges and navigate difficult conversations to foster improvement.

7. Collaboration and Communication

• Partner with stakeholders to align performance management practices with divisional objectives and support cross‑functional initiatives.
• Proactively involve in external strategic collaboration to enhance non‑monetary employee perks, ensuring these benefits are integrated into performance management strategies and contribute to overall employee engagement.
• Communicate performance trends, challenges, and successes effectively to stakeholders, enabling data‑driven decision‑making, ensuring solutions are equitable, sustainable, and aligned with organisational goals.
• Engage employees through clear communication on performance expectations, goals, and progress and seamless execution of high‑impact initiatives that align with organisational objectives.

8. Industry Awareness & Best Practices

• Stay informed on emerging trends and best practices in performance management to maintain a competitive edge.
• Enhance performance management processes by incorporating industry insights and internal feedback to ensure relevance and innovation.

9. HR Governance & Compliance – Enterprise Scope

• Drive HR compliance and audit readiness by leading governance reviews, managing policy documentation, and ensuring consistent application of internal controls across HR practices.
• Continuously improve HR governance frameworks by reviewing policies, closing audit gaps, and aligning HR practices with statutory requirements and best‑in‑class standards.

Job Requirements

1) Education

• Bachelor’s Degree in Human Resource, Business Administration, Management, or a related field.

2) Knowledge and Experiences

• Minimum of 5 years of progressive experience in performance management, HR, or a related field, with at least 2 years in an OKR/KPI‑driven environment.
• Proven ability to design, implement, and manage OKR/KPI frameworks across individual, team, and organisational levels.
• Solid HR background and integrated people practices.
• Strong knowledge of HR policy governance, statutory compliance, audit preparation and employment law.
• Proficient in performance management tools, analytics dashboards, and HR systems/software.
• Strong analytical skills to convert performance data into actionable insights.
• Effective communicator with the ability to influence stakeholders across all levels.
• Experience navigating change management and supporting performance culture transformations.
• Familiar with local employment laws and ensuring compliance within performance frameworks.
• Strong ability to prioritise, manage multiple projects and meet tight deadlines in a dynamic environment.
• Certified or well‑versed in OKR/KPI frameworks and modern performance methodologies.
• Experienced in using performance management platforms and data tools (e.g., Excel, PowerPoint, HRIS).
• Experienced in HR governance frameworks, audit processes, risk mitigation, and policy enforcement.
• Change‑oriented mindset with a track record of driving organisational culture shifts.
• High precision in managing data, ensuring compliance and upholding HR integrity.

Personal Attributes

• Results‑driven and resilient under pressure.
• Proactive and self‑directed with a commitment to continuous improvement.
• High ethical standards, especially when handling sensitive performance promotion data.
• Adaptable, collaborative and open to innovation and feedback.

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