Performance Auditor

The Performance Auditor makes sure Teakworld measures performance by outcomes, meaning results delivered against agreed targets, not just attendance or time in and out. The role ensures every employee scorecard is completed on time, backed by evidence of actual results, and discussed and agreed between the employee and their manager. It also gives assurance that wider HR practices, payroll and records are accurate and compliant, so that performance reporting to management and the board can be relied on.

1. Outcome-based scorecards 

• Publish the scorecard calendar for each cycle (objective setting, mid-year review, year-end appraisal) and communicate deadlines to all managers and employees.
• Review objectives at the start of each cycle so they measure outcomes linked to the role and department goals, such as sales achieved, deliveries completed on time, customer satisfaction scores, stock accuracy or project milestones met.
• Challenge scorecards that rely mainly on attendance, punctuality or hours worked; these are treated as conduct requirements, not performance results.
• Check each objective has a clear measure, target, weighting and data source agreed with the employee.
• Monitor completion status by department and employee, and chase overdue scorecards before each deadline.
• Verify that actual results are backed by supporting documents (sales reports, delivery and logistics data, CX survey results, project reports) and that ratings match those results.
• Ensure each scorecard has been discussed between the employee and their manager, with evidence of the meeting and both parties' sign-off.
• Save scorecards and evidence in the agreed central repository, with consistent naming, version control and restricted access.
• Flag incomplete, unsupported or inconsistent ratings to the Head of HR and the relevant Head of Department, and follow up until resolved.
• Track disagreements raised by employees and make sure they go through the agreed review or escalation route.
• Analyse results across departments to spot rating inflation, inconsistent standards between managers, and links between scorecard outcomes and business results.

2. Wider HR audit planning and execution

• Prepare an annual risk-based HR audit plan for approval by the Head of HR.
• Run scheduled and ad hoc audits across all HR processes: recruitment, onboarding, contracts, leave, attendance, overtime, disciplinary, exits.
• Sample-test transactions and files against policy, procedures and authorisation limits.
• Document working papers, evidence and findings to a standard that supports internal and external audit.

3. Legal and statutory compliance

• Check compliance with the Workers' Rights Act 2019, Employment Relations Act 2008, Occupational Safety and Health Act 2005, Equal Opportunities Act 2008 and Data Protection Act 2017.
• Verify application of the National Minimum Wage and applicable Remuneration Regulations.
• Audit work permits, occupation permits and contract renewals for expatriate staff.
• Review terms, hours and entitlements of casual and fixed-term workers.

4. Payroll and benefits audit

• Reconcile payroll to HR master data: new joiners, leavers, salary changes, allowances, deductions.
• Verify statutory contributions and filings: PAYE, CSG, NSF, training levy and PRGF.
• Test overtime, commissions, bonuses, end-of-year bonus and leave encashment calculations.
• Audit termination and severance payments against the law and contract.

5. HR records and data integrity

• Audit personnel files for completeness: contracts, IDs, qualifications, appraisals, warnings.
• Check accuracy of HRIS data and headcount reports against payroll and department records.
• Review access rights, retention and confidentiality of employee data.

6. Policies, procedures and controls

• Assess whether HR policies are current, communicated and applied consistently across sites.
• Recommend control improvements, segregation of duties and process simplification.
• Support drafting and updating of HR procedures after audit findings.

7. Reporting and follow-up

• Issue audit reports with findings, risk ratings, root causes and agreed actions.
• Maintain an action tracker and follow up with owners until closure.
• Prepare summary compliance reporting for the Head of HR, including input to board review packs.
• Liaise with internal and external auditors and respond to their HR-related queries.
• Support preparation for labour inspections and handle related document requests.

Qualifications

• Degree in Human Resource Management, Business, Accounting or Law (essential).
• Professional certification in HR, audit or payroll, e.g. CIPD, ACCA (part), CIA or equivalent (desirable).

Experience

• At least 3 years in HR operations, payroll, HR compliance or internal audit (essential).
• Experience auditing payroll and statutory contributions in Mauritius (essential).
• Exposure to retail or multi-site operations with shift and casual workforce (desirable).
• Experience with expatriate work permit processes (desirable).

Knowledge and skills

• Sound working knowledge of Mauritian labour, OSH and data protection legislation.
• Strong numerical and reconciliation skills; advanced Excel.
• Familiarity with HRIS and payroll systems and data extraction.
• Clear report writing, able to present findings to senior managers.
• Fluent in English and French; Kreol an advantage.

Competencies

• Integrity and discretion with confidential information.
• Attention to detail and professional scepticism.
• Objectivity and independence of judgment.
• Tact and assertiveness when raising issues with managers.
• Organised, able to manage several audits and deadlines at once.