Senior Human Resource Associate

Job Summary:

The Senior Human Resource Associate is responsible for overseeing and delivering a broad range of HR functions with increased ownership, strategic input, and cross-functional collaboration. Building on foundational HR operations, this role drives employee engagement, retention strategies, compensation benchmarking, payroll support, and process optimization. The position plays a key role in enhancing employee experience, ensuring compliance, and providing data-driven insights to improve HR programs. The Senior HR Associate partners with leadership to strengthen organizational effectiveness, support workforce planning, and continuously improve HR systems and policies.

Job Responsibilities:

1. Employee Engagement & Retention Strategy

• Lead the design and execution of employee engagement programs aligned with organizational goals.

• Analyze engagement data, surveys, and attrition trends; recommend and implement retention initiatives.

• Partner with managers to strengthen employee experience, morale, and culture-building initiatives.

• Monitor and report key engagement and retention metrics.

2. Compensation Benchmarking & Workforce Insights

• Conduct market benchmarking studies for roles, compensation, and benefits to ensure competitiveness.

• Provide insights and recommendations to leadership on salary structures, pay adjustments, and retention risks.

• Support compensation reviews, merit cycles, and internal equity analysis.

• Maintain benchmarking data and prepare executive-ready reports.

3. Payroll Administration & Support

• Oversee and validate payroll inputs, including attendance, leaves, adjustments, and benefits before processing.

• Coordinate with finance or payroll providers to ensure timely and accurate payroll processing. • Handle payroll-related inquiries, discrepancies, and audits.

• Ensure compliance with local labor laws, tax regulations, and statutory contributions.

4. Onboarding, Offboarding & Employee Lifecycle Management

• Enhance onboarding programs to improve new hire integration and early retention.

• Oversee end-to-end offboarding processes, including exit data analysis to identify attrition drivers.

• Ensure accurate documentation and compliance throughout the employee lifecycle.

5. Benefits & HR Program Management

• Manage and optimize HMO and benefits programs; assess utilization and recommend improvements.

• Serve as escalation point for employee concerns related to benefits and HR policies.

• Coordinate with vendors to improve service delivery and employee satisfaction.

6. Compliance, Documentation & Audit

• Ensure adherence to labor laws, company policies, and HR best practices.

• Lead HR audits and maintain accurate, secure employee records.

• Update HR policies and documentation as needed to reflect regulatory changes.

7. Data Management, Reporting & Analytics

• Track and analyze HR metrics such as turnover, engagement, absenteeism, and payroll-related data.

• Generate reports and dashboards to support leadership decision-making.

• Identify process gaps and recommend data-driven improvements.

8. Process Improvement & HR Operations

• Lead initiatives to improve HR workflows, systems, and efficiency.

• Recommend automation and system enhancements (HRIS, payroll tools, reporting systems).

• Drive continuous improvement in HR service delivery.

9. Employee Relations & Advisory

• Provide guidance to employees and managers on HR policies, employee relations issues, and conflict resolution.

• Support investigations and resolution of employee concerns with professionalism and confidentiality.

• Act as a trusted HR partner to assigned departments.

Job Qualifications:

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.

• 4–6 years of progressive HR experience, with exposure to compensation, payroll, and employee relations. (Elevated from Level 1 experience)

• Proven experience in:

o Compensation benchmarking

o Payroll processing or coordination

o Employee engagement and retention program implementation

• Strong understanding of labor laws and HR compliance requirements.

• Experience using HRIS, payroll systems, and reporting tools.