The scoreboard, and what is not on it. The hard targets, how often each is actually
looked at, and the quiet signals that never reach a dashboard.
Regretted Attrition Rate
The percentage of high-performing or critical talent leaving the company who we genuinely wanted to keep.
Target · Reduce by 10% year-on-year within your assigned business units. If your business unit lost 10 key people last year, we'd aim for no more than 9 this year, assuming similar market conditions. You'll track this by exit interview data and manager feedback.
ER Case Resolution Time
The average number of calendar days it takes to formally close an Employee Relations (ER) investigation from initial report to final resolution.
Target · Close 80% of all ER cases within 30 calendar days. If you start an investigation on 1st March, we'd expect it wrapped up by 31st March. This includes all interviews, evidence collection, and final decision communication. Complex cases might push this, but 80% should be within the window.
Manager Effectiveness Score
An increase in manager-related scores from our annual employee engagement survey, specifically around feedback, support, and development.
Target · Achieve a 5% increase in manager effectiveness scores within your client groups. If the average score for 'My manager provides regular, constructive feedback' was 3.8/5 last year, we'd want to see it at 4.0/5 this year. This reflects the impact of your coaching and training programmes for managers.
HR Project Completion Rate
The percentage of assigned HR projects (e.g., new policy rollouts, system upgrades, training programmes) completed on time and within scope.
Target · Complete 90% of all assigned HR projects on schedule. If you're leading a new parental leave policy rollout, we'd expect it to be fully implemented and communicated by the agreed deadline, without major delays or scope creep. This shows your ability to plan and execute.
Strategic Partner Credibility
How much business leaders value your input beyond just HR compliance, actively seeking your advice on team structure, talent strategy, and difficult people decisions.
- You'll be regularly invited to leadership team meetings for your business units, not just to present HR updates, but to contribute to wider strategic discussions. Leaders will proactively come to you for advice before making big people changes, rather than after. They'll actually listen to your recommendations, even the tough ones.
Team Development & Mentorship
The growth and capability of your direct reports, specifically their ability to handle more complex HR issues independently and take on greater responsibility.
- Your direct reports will consistently meet their own performance targets and show clear progression in their skills (e.g., handling ER cases with less supervision, leading small projects). They'll give positive feedback about your coaching and support in their development reviews. You'll see them confidently taking on tasks that used to require your direct oversight.
Proactive Risk Mitigation
Your ability to spot potential HR issues or compliance gaps before they become major problems, and then put solutions in place.
- You'll be identifying trends in employee feedback or ER cases that suggest systemic issues, then proposing and implementing preventative measures (e.g., new training, policy clarification). We won't be surprised by unexpected legal challenges or major employee grievances because you've already flagged and addressed the root causes.
Organisational Change Leadership
Your effectiveness in guiding business units through significant changes, ensuring smooth transitions and minimal disruption to morale or productivity.
- When a business unit undergoes a reorganisation or a major system implementation, you'll be seen as a key leader in managing the people impact. Employee feedback during and after the change will indicate clear communication, fair process, and effective support. You'll be able to point to specific examples where your HR guidance helped a difficult change land successfully.
