Performance Management Specialist / KPI Specialist

Job title : Performance Management Specialist / KPI Specialist

Job Location : Lagos Deadline : October 09, 2026 Quick Recommended Links

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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.