Senior Associate - HR Operations

Job Description

A. Job Purpose

• Support and drive adoption of HR technologies across Payroll, HRIS, Service Desk, PMS, etc., ensuring consistent employee experience.
• Assist in designing, implementing, and maintaining HR systems, processes, and benefits.

B. Key Accountabilities

HR Employee Operations

• Ensure team performance meets KPIs/SLAs; address gaps proactively.
• Support payroll administration and employee queries.
• Administer metrics to track people trends and performance indicators.
• Align HR policies with legal and business requirements.
• Recommend and support implementation of new HR tech tools.
• Manage vendor relationships for HRIS and tech platforms.
• Issue digitally signed employee letters (e.g., appointment, confirmation, resignation).
• Administer employee medical insurance and coordinate with brokers and finance.
• Oversee leave management and ensure accurate payroll inputs.
• Maintain accurate digital employee files and HR databases.
• Resolve employee queries related to HRIS, policies, and processes.
• Manage HR Helpdesk, ensure timely ticket resolution, and maintain dashboards.
• Handle group transfers, ensuring accurate data and documentation.
• Create and maintain HR reference materials (FAQs, manuals, videos).
• Execute training plans for HR tech systems.
• Provide first-level support and escalate unresolved issues.
• Track and route problems to appropriate resources.
• Ensure excellent customer service and proper documentation.
• Recommend process improvements.

Team Management

• Promote ethical and legal business conduct.
• Collaborate with Talent Acquisition to identify training needs.
• Set goals and appraise team performance periodically.
• Take on additional responsibilities or projects as assigned.

C. Skills Required

• Innovative mindset, digital orientation
• HR tech awareness, analytical thinking
• Requirement gathering, stakeholder & team management
• Coordination, negotiation, process orientation

D. Key Performance Indicators

• Operational efficiency: HR systems experience, data accuracy, SLA adherence
• System utilization: Adoption and usage improvement

E. Key Interfaces

Internal:

• HR teams (e.g., Talent Acquisition, HRBP) for records and processes
• D&T team for HR tool functionality

External:

• Vendors for HR tech services/products

F. Educational & Experience Requirements

• Master’s/MBA/PGDM/PG in HR/Personnel Management
• 3–4 years in HR CoEs, managing HR tech initiatives
• 5+ years in HR CoEs, 6–8 years in HR tech implementation
• Aviation sector experience preferred