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 partners with leadership to strengthen organizational effectiveness, support workforce planning, and continuously improve HR systems and policies. 

Key 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:  

• Compensation benchmarking 

• Payroll processing or coordination 

• Employee engagement and retention program implementation 

• Strong understanding of labor laws and HR compliance requirements.  

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

Skills & Competencies 

• Strong analytical skills with the ability to interpret HR data and provide actionable insights. 

• Advanced organizational and project management capabilities.  

• Excellent communication and stakeholder management skills.  

• High level of integrity, discretion, and professionalism in handling sensitive information.  

• Ability to influence and collaborate across all levels of the organization. 

• Proactive mindset with a focus on continuous improvement and innovation.