Job description template: job profile with KPIs and competencies
Why the position exists, what results it is responsible for and what kind of person it needs — on one page. Useful for the job posting, onboarding and reviews.
A job profile is an HR document: one document is in Free, unlimited — in Pro ($1.50 per employee a month).
- Look through the sections and the example below.
- In PapaHR, create a job profile from the template for the position you need.
- Use it in the job posting, the onboarding plan and reviews.
Template: job profile with an example
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Position in the structure
- Job titleTraining and Development Manager
- DivisionOrganization development → Strategic HR → T&D
- SupervisorLead of T&D Management
- SubordinatesNone
- InteractionStrategic HR, Legal, top managers, managers N-2
Purpose and result
- Purpose of the positionProfessional development of employees to realize their potential within the company's mission and goals
- Expected resultEmployees have the competencies for current tasks and are prepared for future ones
Key result areas and KPIs
No more than 5–6 areas. Each has a clear deliverable, an indicator and a target, and each contributes to the company's goals.
- Training and development plansShare of employees with an IDP · 80% by year end
- Competency assessment360 coverage · 100% of managers
- Training budgetBudget execution · 95–100%
Main functions
What must the position do to reach its goal? Which tasks does it solve every day and constantly?
- Plans training and development
- Runs continuous training
- Runs assessment activities
- Keeps reports, schedules, individual plans
- Searches for programs and trainers
Requirements
- Experience3+ years in training and development
- Formal requirementsEducation in psychology, advanced training courses
- Must knowCompetency models, assessment methods, the 70-20-10 model
- Must be able toRun trainings, negotiate with vendors, manage a budget
Competencies
What must a person have to perform effectively? How will we know they have it — by which behaviour? Corporate competencies are the company's values.
- Emotional awareness · Keeps communicating constructively under stress
- Building collaboration · Identifies the causes of conflict, gives constructive feedback
- Influence and persuasion · Gets managers' support for training programs
Job profile and job posting
A job profile makes it easy to write a job posting: the purpose of the position, tasks and requirements are already worded. And at the interview it is clear which competencies to assess the candidate on.
Job profile and reviews
The key result areas and KPIs from the profile are the basis of the performance review: the person knows in advance what their work will be judged by.
Questions
How is a job profile different from an official job description?
A job profile describes the purpose, results, KPIs and competencies and is used for hiring, onboarding and reviews. An official job description is a legal document under the laws of your country; prepare it separately.
How many key result areas should you write?
No more than 5–6. Each has a clear result, a metric and a target.
How much does it cost in PapaHR?
One HR document is free, unlimited — in Pro: $1.50 per employee a month when paid for a year.
A clear role from day one
Sign up for free and create your first job profile from the template.