KEY RESPONSIBILITIES:

1. Employee Experience, Engagement & Culture

Drive employee engagement and culture initiatives by planning, coordinating, and facilitating programs, events, and employee activities that strengthen connection, recognition, and overall employee experience.
Manage employee lifecycle and engagement touchpoints, including onboarding, offboarding, employee milestones, internal communications, surveys, and support for employee-led initiatives such as the ERC.
Manage P&C projects and external partners, ensuring timely execution, effective stakeholder coordination, and post-activity evaluation, while using employee feedback and survey insights to recommend continuous improvements.

2. Learning & Development

Support the design and delivery of learning and development programs aligned with business needs, employee development goals, and identified capability gaps, covering functional, professional, leadership, and behavioral development.
Manage learning initiatives end-to-end, including needs analysis, program design, coordination, facilitation, evaluation, and continuous improvement, using a mix of workshops, self-paced learning, coaching, and other relevant learning approaches.
Strengthen learning effectiveness and employee growth by monitoring participation and outcomes, identifying emerging learning needs and trends, and recommending programs that support organizational and individual development.

3. Performance Management

Administer and coordinate the end-to-end performance management cycle, including goal setting, performance reviews, regularization assessments, performance checkpoints, and other employee evaluation processes.
Provide guidance and support to managers and employees on performance processes, timelines, documentation, and performance improvement initiatives, including PIPs and development plans.
Leverage performance data and insights to identify trends, development needs, and opportunities for process improvement while ensuring consistent, compliant, and data-driven performance practices.

4. Employee & Labor Relations

Manage assigned employee relations cases from intake through resolution, including fact-finding, documentation, employee and witness interviews, investigations, NTEs, Incident Reports, and appropriate case follow-through.
Provide fair, consistent, and confidential HR guidance on workplace concerns, policy interpretation, and employee relations matters while balancing employee welfare, business needs, and Company policies.
Identify and escalate potential risks involving complex or high-impact cases and ensure appropriate handling in accordance with applicable labor regulations, Company policies, and data privacy requirements.

5. General People & Culture Operations

Provide specialist support across core P&C operations, including talent acquisition, employee assets, compensation and benefits, rewards and recognition, and other HR initiatives as required.
Maintain accurate HR records, reports, dashboards, and people data to support operational requirements and data-driven decision-making while ensuring confidentiality, accuracy, and compliance with data privacy standards.
Partner with managers and stakeholders to deliver timely HR support, improve processes, and ensure a consistent and positive employee experience across the employee lifecycle.

KEY QUALIFICATIONS:

Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related field.
3–5 years of progressive HR experience with solid exposure to Employee Experience/Engagement, Learning & Development, Performance Management, and working knowledge of Employee Relations.
Experience independently managing HR programs, projects, or initiatives is highly preferred.

TECHNICAL & BEHAVIORAL COMPETENCIES:

Strong working knowledge of employee engagement, learning and development, performance management, and employee relations, with the ability to translate HR practices and employee feedback into practical, business-aligned initiatives.
Proficient in HR systems, Excel/Google Sheets, reporting, and people analytics, with the ability to organize and interpret HR data to support informed decision-making.
Strong stakeholder management, communication, facilitation, and influencing skills, with the ability to work effectively with employees, managers, leaders, and external partners.
Demonstrates sound judgment, confidentiality, problem-solving, attention to detail, and conflict management skills, particularly when handling sensitive employee matters.
Highly organized, adaptable, and able to work independently in a remote environment, manage multiple priorities, and balance employee experience with business requirements and Company policies.

People and Culture Executive

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