Job profiles describe a role once and reuse it across recruitment, onboarding and performance. You build a library of competencies and metrics, then attach them to each profile with role-specific levels and targets.
Before you start
- You need permission to manage HR master data for the relevant scope.
- Competencies, metrics and job profiles are all scoped — set the Scope level and its hierarchy fields when authoring each.
- Build the competency and metric libraries first so you have them to attach to profiles.
Steps
Author a competency
- Go to HR → Master data → Competencies. Enter the Name (required) and a Category (core, leadership, technical or functional — required). Optionally add a Description and Behavioural anchors for levels 1 to 5 (each may be partly filled).
Author a metric (KPI definition)
- Go to HR → Master data → Metrics. Enter the Name (required), a Unit (currency, percent, count, score or ratio — required) and a Direction (higher is better or lower is better — required). Optionally add a Description and a Category.
[screenshot: a metric definition with unit and direction]
Build a job profile
- Go to HR → Master data → Job profiles. Enter the Title (required). Optionally set a Job family, a Grade band, a Purpose, up to 60 Responsibilities, and an Interview guide (up to 30 stages, each with a stage name and optional focus).
[screenshot: the job profile editor with responsibilities and interview guide]
Attach competencies and KPIs to the profile
- Attach a competency: select the Competency and set the Required level (1–5, required). Optionally add a Weight (0–100) and Notes.
- Attach a KPI: select the Metric, and optionally set a role-specific Target, a Weight (0–100) and Notes.
Result
The profile now carries its required competencies and standing KPIs. Requisitions and engagements can reference it, and its content is versioned — editing an active profile cuts a new draft version.