Performance Management Specialist / KPI Specialist

AI summary

BlueWave New Energy Technology Nigeria Company Limited is hiring a Performance Management Specialist / KPI Specialist in Lagos. The role focuses on designing, managing, and improving the company’s KPI and performance management system across departments. Candidates should have a BA/BSc/HND and at least 2 years of relevant experience in HR or performance management.

• Full-time, onsite role based in Lagos
• Focus on building and managing a complete KPI and performance management cycle
• Requires BA/BSc/HND and minimum 2 years experience
• Involves KPI design, data management, scoring, salary calculation, and performance improvement
• Reports on monthly performance results and supports reward/penalty and PIP processes

Original source description

Blue Wave New Energy Technology Nigeria Company Limited is an innovative new energy company headquartered in Nigeria, committed to providing economical and sustainable power energy solutions to the African continent. The company was founded in 2023 and is headquartered in Lagos, with R&D and manufacturing centres in Jiangxi, China. Performance Management Specialist / KPI Specialist Job Type Full Time , Onsite Qualification BA/BSc/HND Experience: 2 years Location Lagos Job Field Human Resources / HR Position Objective BlueWave is looking for a highly analytical and result-oriented Performance Management Specialist to establish, manage, and continuously improve the company’s KPI and performance management system. This role is not simply about preparing Excel sheets or handling general HR administration. The successful candidate will be responsible for building a complete performance management cycle covering: KPI Design → Data Collection → Performance Scoring → KPI Salary Calculation → Reward/Penalty → PIP → Performance Improvement The key objective is to ensure that employee performance is measured by real, measurable and verifiable business results. Key Responsibilities: KPI System Design: Design practical and measurable monthly KPIs for different departments and positions. Each KPI system should clearly define: KPI Indicator Weight Monthly Target Actual Result Achievement Rate Scoring Formula Bonus Rules Penalty Rules Minimum Performance Standard Fail / PIP Standard KPIs must focus on actual business output, not simply employee activity. Build Performance Calculation Models Develop standardized and automated KPI calculation models such as: Actual → Target → Achievement Rate → KPI Score → Bonus/Penalty → Final Score → KPI Salary Performance sheets should clearly show: Actual Data Monthly Target Achievement % KPI Score Bonus Penalty Final Score KPI Salary Monthly Performance Result. KPI Data Management: Define the correct data source for every KPI. Performance data may come from: CRM Sales Records Finance Records Attendance System Service Orders Facebook / Instagram TikTok WhatsApp Call Center Records Other operational systems The specialist must verify data accuracy and prevent unverifiable or manually manipulated performance data from being used. Monthly Performance Evaluation: Collect and review monthly employee performance data. Responsibilities: include: Calculating KPI scores Calculating KPI salary Reviewing abnormal results Identifying underperformance Preparing monthly performance reports Reporting results to management The report should clearly identify: Employees who achieved their targets Employees who exceeded targets Employees who failed to meet targets Employees requiring performance improvement KPI Salary and Incentive Management: Support the design and management of: KPI Salary Base KPI-Based Salary Calculation Overachievement Bonus Sales Commission Performance Incentives Position-Specific Reward Programs The system must ensure that: High performers earn more, while poor performance has a reasonable impact on variable income. PIP and Performance Improvement: Establish a clear performance monitoring and improvement mechanism. Employees whose performance remains below the company’s required standard should be identified early. The specialist will support: Performance Warning Performance Improvement Plan (PIP) Monthly Performance Tracking Improvement Evaluation Retention or Exit Recommendation Employees with consistently poor performance, including those whose 3-month average performance remains below the company standard, may be recommended for PIP or further management action. Continuous KPI Optimization: Regularly evaluate whether KPI targets are: Too high Too low Difficult to measure Easy to manipulate Not connected to actual business results The specialist must continuously improve KPI standards based on actual operational performance. The goal is to prevent situations where employees appear to achieve their KPI while producing little real business value. Candidate Requirements: Required Qualifications: Bachelor’s Degree or above. Minimum of 2 years of experience: in Performance Management, KPI Management, HR Performance, Business Analysis, or a related field. Strong knowledge of Microsoft Excel and/or Google Sheets. Ability to independently design: KPI Calculation Model Automated Performance Scorecards KPI Salary Calculators Monthly Performance Dashboards Strong numerical and analytical skills. Ability to understand different business functions such as Sales, Marketing, Customer Service, Operations and Service. Ability to convert job responsibilities: into measurable KPIs. Good written and spoken English. Strong attention to detail. Preferred Experience: Candidates with experience: in any of the following areas will have an advantage: Sales KPI Design Call Center Performance Management Digital Marketing / Social Media KPI CRM Data Management Sales Commission Design Incentive Compensation Multi-Department Performance Management Performance Dashboard Development. Who We Are NOT Looking For: This position may not be suitable for candidates who: Only have general HR administration experience. Mainly handle attendance, payroll or recruitment. Only copy KPI templates from the internet. Cannot build Excel formulas or automated calculations. Cannot explain KPI scoring logic. Design KPIs without reliable data sources. Focus only on employee activity instead of measurable results. What We Expect From You: When asked to design a KPI system for a position, you should be able to answer: What are the 3–5 most important results expected from this position? Where will the performance data come from? What should the monthly target be? How should the KPI score be calculated if the employee misses the target? How should overachievement be rewarded? How should KPI salary be calculated? What should happen if the employee underperforms continuously for 3 months? We are looking for someone who understands the business logic behind KPI management, not someone who only creates attractive spreadsheets. Recruitment Assessment: Shortlisted candidates may be required to complete a practical KPI design test. For example: Design a complete monthly KPI system for a Sales, Call Center or Social Media position. The assessment may evaluate: KPI indicator quality Data availability Weight allocation Calculation formulas Target-setting logic Performance scoring Overachievement incentives Fail / PIP mechanism Automated KPI salary calculation. Join BlueWave: BlueWave New Energy Technology Nigeria Company Ltd is building a fast-growing business covering: Renewable Energy Products B2B Sales B2C Sales Digital Marketing Call Center Operations Installation & After-sales Service Commercial & Industrial EPC Projects The Performance Management Specialist will work closely with management to build a simple, transparent and result-driven performance culture. Check how your CV aligns with this job Method of Application Interested and qualified candidates should forward their CV to: hr@bluewave.top using the position as subject of email. Build your CV for free. Download in different templates.