Sr. HR Partner

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

Key Responsibilities

Talent Management & Succession Planning:
Drive the development and implementation of the talent management framework. Facilitate talent reviews to identify high-potential employees, critical roles, and capability gaps. Develop and maintain succession plans, collaborating with managers to identify successors and create development plans. Support career pathing, job families, employee progression frameworks, and internal mobility initiatives such as promotions 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. Partner with managers to define clear KPIs, KRAs, and performance expectations aligned with organizational priorities. Monitor timelines to ensure timely completion of performance processes. Assist managers in conducting effective performance discussions, providing constructive feedback, and addressing performance gaps through development or coaching interventions. Analyze performance data and prepare reports for management review.

Learning & Development:
Conduct training needs analysis based on performance data and business requirements. Develop and coordinate learning initiatives on an annual and quarterly basis. Organize internal and external training programs, workshops, and learning 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:
Oversee day-to-day HR operations ensuring 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. Support the communication and implementation of HR policies and continuously seek process improvements.

Employee Engagement & People Initiatives:
Assist in planning and executing employee engagement activities. Manage employee engagement calendars and related initiatives. Collect and analyze employee feedback through surveys and check-ins. Support employee recognition programs, internal communications, 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 daily 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 decision-making. 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 to 4 years of relevant HR experience, ideally covering HR operations, performance management, talent management, learning & 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.
- 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 approach and strong problem-solving skills.

This role offers the opportunity to make a significant impact on the organization’s people strategy by driving key HR initiatives and fostering a culture of continuous development and engagement.