Senior HR Associate (OD)

Clarisync is seeking a Senior HR Associate – People & Talent to play a pivotal role in supporting and driving a wide range of HR initiatives throughout the employee lifecycle. This position focuses heavily on talent management, performance management, succession planning, learning and development, employee engagement, and HR operations. The role requires a hands-on approach, working closely with employees, managers, and HR leadership to ensure effective people processes, foster talent development, support managerial needs, and continuously enhance HR practices.

Key Responsibilities

Talent Management & Succession Planning:
Assist in developing and implementing the organization’s talent management framework. Support talent reviews to identify high-potential employees, critical talent, and capability gaps. Maintain succession plans for key roles and collaborate with managers to identify successors and create development plans. Facilitate career pathing, job families, levels, and employee progression frameworks. Support internal mobility, promotions, and other talent initiatives using structured processes and data.

Performance Management:
Manage the full Performance Management Cycle, including goal setting, mid-year reviews, and annual appraisals. Partner with managers to define clear KPIs, KRAs, and performance expectations aligned with organizational priorities. Ensure timely completion of performance processes and assist managers in conducting effective performance discussions with constructive feedback. Identify performance gaps and recommend coaching or development interventions. Analyze performance data and prepare reports and dashboards for leadership.

Learning & Development:
Conduct Training Needs Analysis based on performance data and business requirements. Develop and coordinate annual and quarterly learning initiatives, including internal and external training programs, workshops, and sessions. Track participation, feedback, and training effectiveness. Support individual development plans and align learning initiatives with talent, performance, and succession needs.

HR Operations & Employee Lifecycle:
Support daily HR operations ensuring accuracy and efficiency in HR processes. Maintain employee records, HR documentation, HRIS data, and people trackers. Coordinate employee lifecycle activities such as onboarding, probation, confirmations, transfers, promotions, and offboarding. Address employee HR queries and liaise with stakeholders to resolve issues. Assist in implementing and communicating HR policies and identify opportunities to improve HR workflows.

Employee Engagement & People Initiatives:
Support the planning and execution of employee engagement activities and maintain engagement calendars. Collect and analyze employee feedback through surveys and other mechanisms. Assist with employee recognition, communication, and culture-building initiatives. Collaborate with managers and HR leadership to address recurring employee concerns and enhance people practices.

HR Business Partnering & Manager Support:
Develop strong relationships with managers to provide day-to-day HR support. Partner on performance, development, team structure, employee concerns, and talent matters. Offer HR guidance, frameworks, and data to enable effective people management. Help managers identify talent, address performance gaps, and develop their teams. Understand business needs and translate them into relevant HR initiatives.

HR Analytics & Process Improvement:
Maintain accurate HR data and prepare regular reports and dashboards. Analyze trends related to performance, retention, talent, engagement, and development. Provide data-driven insights to support management decisions. Continuously review HR processes to identify opportunities for simplification, automation, and improvement. Lead assigned HR projects from planning through execution.

Required Qualifications

- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 2–4 years of relevant HR experience, preferably covering HR operations, performance management, talent management, learning and development, or HR business partnering.
- Strong understanding of core HR processes and employee lifecycle management.
- Hands-on experience with performance management and goal-setting processes.
- Exposure to talent management, succession planning, career development, or competency frameworks.
- Experience collaborating with managers and employees on people-related matters.
- Strong analytical, organizational, and project management skills.
- Excellent communication, interpersonal, and stakeholder management abilities.
- Proficiency in MS Excel/Google Sheets and HRIS platforms.
- Ability to manage multiple HR initiatives independently with a proactive approach and strong problem-solving skills.

Key Competencies include talent management, succession planning, performance management, HR operations, learning and development, employee engagement, HR analytics, stakeholder management, process improvement, and effective communication.

This role offers an excellent opportunity to contribute to a dynamic HR function and make a meaningful impact on the organization’s people strategy and culture.