Sr. HR Associate - People and Talent Management

We are 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 on talent management, performance management, succession planning, learning and development, employee engagement, and HR operations. The role requires a hands-on approach, collaborating closely with employees, managers, and HR leadership to ensure effective people processes, foster talent development, support management, and continuously enhance HR practices.

Key Responsibilities

Talent Management & Succession Planning:
Support the design and execution of the organization’s talent management framework. Assist in talent reviews to identify high-potential employees, critical talent, and capability gaps. Develop and maintain succession plans for key roles, working 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 insights.

Performance Management:
Manage the end-to-end Performance Management Cycle, including goal setting, mid-year reviews, and annual appraisals. Collaborate with managers to set clear KPIs, KRAs, and performance expectations aligned with departmental and organizational goals. Monitor timelines to ensure timely completion of all performance processes. Support managers in conducting effective performance discussions and providing constructive feedback. Identify performance gaps and recommend development or coaching interventions. Analyze performance data and prepare reports and dashboards for leadership.

Learning & Development:
Conduct Training Needs Analysis based on performance data, business needs, and capability gaps. Develop and coordinate annual and quarterly learning initiatives. Organize internal and external training programs, workshops, and learning sessions. Track participation, feedback, completion rates, and training effectiveness. Support individual development plans and career growth initiatives, ensuring alignment with talent, performance, and succession needs.

HR Operations & Employee Lifecycle:
Support daily HR operations to ensure accuracy and efficiency in HR processes. Maintain employee records, HR documentation, HRIS data, and people trackers. Coordinate employee lifecycle activities including onboarding, probation, confirmations, transfers, promotions, and offboarding. Address employee HR queries and collaborate with stakeholders to resolve issues. Assist in implementing and communicating HR policies and procedures. Identify opportunities to streamline HR workflows.

Employee Engagement & People Initiatives:
Assist in planning and executing employee engagement activities and initiatives. Manage employee engagement calendars and coordinate people-focused programs. Collect and analyze employee feedback through surveys and check-ins. Support employee recognition, communication, and culture-building efforts. Collaborate with managers and HR leadership to address recurring employee concerns and enhance people practices.

HR Business Partnering & Manager Support:
Build strong relationships with managers to provide day-to-day HR support. Partner with managers on performance, development, team structure, employee concerns, and talent-related 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 generate regular reports and dashboards. Analyze HR trends related to performance, retention, talent, engagement, and development. Provide data-driven insights to support management decision-making. Continuously review and improve HR processes through simplification and automation. Lead assigned HR projects from planning through execution.

Required Qualifications

- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 2 to 4 years of relevant HR experience, ideally covering HR operations, performance management, talent management, learning and development, or HR business partnering.
- Strong understanding of core HR processes and employee lifecycle management.
- Practical experience with performance management and goal-setting processes.
- Exposure to talent management, succession planning, career development, or competency frameworks.
- Proven ability to work effectively 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 and solution-oriented mindset.

This role offers the opportunity to contribute significantly to the growth and engagement of the organization’s workforce by partnering closely with leadership and employees to foster a high-performance culture and drive continuous improvement in HR practices.