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:
Support the design and execution of the organization’s talent management framework. Facilitate talent reviews to identify high-potential employees, critical talent, and capability gaps. Develop and maintain succession plans for key roles, collaborating with managers to identify successors and create development plans. Assist with career pathing, job families, and employee progression frameworks, while promoting internal mobility, promotions, and other talent initiatives through structured processes and data analysis.

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. Monitor timelines to ensure timely completion of performance activities. Support managers in conducting performance discussions, providing constructive feedback, and addressing performance gaps with 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. Plan and coordinate annual and quarterly learning initiatives, including internal and external training programs, workshops, and sessions. Track participation, feedback, completion rates, and training effectiveness. Support individual development plans and career growth initiatives, ensuring alignment with talent, performance, and succession requirements.

HR Operations & Employee Lifecycle:
Oversee day-to-day HR operations to ensure accurate and efficient process execution. Maintain employee records, HR documentation, HRIS data, and people trackers. Coordinate employee lifecycle events such as 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 identify opportunities for process improvements.

Employee Engagement & People Initiatives:
Support the planning and execution of employee engagement programs and activities. Manage engagement calendars and people initiatives, gather and analyze employee feedback through surveys and check-ins. Promote 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, providing day-to-day HR support. Partner on performance, development, team structure, employee concerns, and talent-related matters. Offer HR guidance, frameworks, and data to enable effective people management. Assist managers in identifying talent, addressing performance gaps, and developing their teams. Translate business and team needs 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 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 related field.
- 2–4 years of relevant HR experience, preferably in HR operations, performance management, talent management, learning and development, or HR business partnering.
- Strong knowledge of core HR processes and employee lifecycle management.
- Hands-on experience managing 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.
- Excellent analytical, organizational, and project management skills.
- Strong 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, ownership-driven mindset.

Key Competencies
Talent Management, Succession Planning, Performance Management, HR Operations, Problem Solving, Learning & Development, Career Development, Employee Engagement, HR Analytics, Stakeholder Management, Process Improvement, Communication, and Interpersonal Skills.