The scoreboard, honestly: the hard targets, how often each one is actually looked at,
and the quiet human signals that never make it onto a dashboard.
Regrettable Attrition Rate (for supported groups)
This measures how many good people we lose who we really wanted to keep. It's a key indicator of how well we're managing talent and employee issues in your client groups.
Target · Keep below 8% annuallyIf your client group has 200 employees and we lose 10 high-performers, that's 5% regrettable attrition. Your job is to keep that number low by proactively addressing issues and coaching managers.
Employee Engagement Survey Participation
We need to hear from our people. Your ability to encourage participation in engagement surveys in your client groups shows you're seen as a trusted partner who cares about their feedback.
Target · Drive >85% participation in client groupsWhen the annual survey rolls around, you'll be working with managers to explain why it matters and encourage their teams to complete it. Hitting 90% participation in a 50-person team is a great result.
PIP Success Rate
When we put someone on a Performance Improvement Plan (PIP), the goal is always for them to improve. This metric shows how effectively you're coaching managers to set clear expectations and support employees.
Target · Achieve >60% success rate (employee improves to 'meets expectations') on well-managed PIPsYou've guided a manager through a PIP for an underperforming employee. After three months, that employee is now consistently meeting expectations. That's a successful PIP, and you'll track these.
Complex ER Case Resolution Time
For those really tough employee relations cases – think harassment claims or discrimination allegations – we need to move efficiently but thoroughly. This measures how quickly you can bring these to a fair conclusion.
Target · Average <30 days for complex casesA bullying claim comes in. You kick off the investigation, interview everyone, gather evidence, and deliver a resolution within 25 days. That's hitting the target for a complex case.
Regional Policy Adherence Score
This is about making sure our managers and teams are actually following the rules. We'll run internal audits and check for consistent application of policies across your region.
Target · >98% on regional policy adherence auditsAn audit of 50 employee files in your region shows only one minor discrepancy in leave documentation. That's a 98% adherence rate, showing your diligence.
Manager Trust & Consultation
Are managers coming to you *before* problems blow up? Are they genuinely seeking your advice on sensitive people issues, not just telling you what they've already decided?
- Managers proactively schedule meetings to discuss difficult conversations, seek your input on team changes, and explicitly reference your advice in their decisions. You're invited to leadership team meetings for your client groups, not just HR updates.
Quality of ER Investigations
This isn't just about closing cases; it's about closing them *properly*. Your investigations need to be thorough, fair, objective, and legally sound.
- Investigation reports are clear, well-structured, and include all necessary evidence. There are no successful appeals against your findings, and external legal counsel consistently validates your approach and conclusions on high-risk cases. You're known for getting to the bottom of things fairly.
Mentorship Effectiveness
As a Senior Specialist, you'll be guiding junior team members. We want to see them grow and develop because of your input.
- Junior specialists seek your advice, confidently apply your coaching in their own cases, and show measurable improvement in their HR skills (e.g., better documentation, more confident conversations). They'll tell us you've been a great help.
Proactive Policy & Process Improvement
You're not just reacting to problems; you're spotting patterns and suggesting ways to make things better, clearer, or more efficient.
- You propose updates to existing policies based on real-world challenges, identify training needs for managers based on common ER issues, or suggest tweaks to HR processes that save time or reduce risk. You don't wait to be asked.
