Job Title:  Senior HR Service Partner

Role Summary

Own end-to-end HR operations from onboarding to offboarding(Global Enviroment)  while serving as the primary point of contact for employee, manager, and client escalations. Ensure accurate, compliant HR data, drive process improvements and SOP governance, and support HR transformation through digitization and AI-enabled tools. Balance operational rigor with a consultative, employee-centric approach in a fast-paced, SLA-driven environment.

Your Responsibilities

Roles & Responsibilities
HR Operations & Service Delivery
• Execute recruitment, onboarding, and offboarding steps with speed, accuracy, and minimal errors.
• Manage employee data changes and documentation, ensuring accuracy and confidentiality.
• Apply HR policies consistently and maintain strong working knowledge of process requirements.
• Prioritize and manage tasks effectively in a high-volume, deadline-driven environment.
• Handle resignation processing, exit documentation, and process closure for offboarding cases.
• Respond to employee queries on leave of absence, attendance, and benefits.
Client & Stakeholder Management
• Serve as the primary point of contact for HR queries, requests, and escalations from clients and internal 
stakeholders.
• Communicate clearly, confidently, and professionally with employees, managers, and client teams.
• Anticipate stakeholder needs and proactively propose solutions.
• Build and maintain trust through timely follow-ups and consistent communication.
Reporting & Analytics
• Prepare accurate HR reports and dashboards to support business and client decision-making.
• Analyze employee data to identify trends, patterns, or emerging issues.
• Extract and interpret data from HRIS platforms to generate actionable insights.
Process Improvement & Governance
• Maintain and regularly update SOPs, process descriptions, and work instructions.
• Identify process inefficiencies and recommend enhancements to improve service delivery.
• Ensure all tasks are completed within defined process timelines and SLAs.
• Assess the downstream impact of process changes before implementation.
Compliance & Risk Management
• Monitor changes in employment law and communicate implications to stakeholders.
• Ensure HR documentation and records meet internal and regulatory compliance standards.
• Support internal and external audits by providing accurate information promptly.
• Apply compliance requirements consistently across all HR cases and processes.
Issue Resolution
• Investigate and respond to escalations quickly, calmly, and professionally.
• Identify root causes of recurring issues and implement corrective actions.
• Recommend preventive measures to reduce repeat issues.
• Balance strict policy adherence with practical, employee-centric solutions.
HR Transformation
• Support the design and rollout of HR transformation initiatives, including process redesign, shared services 
optimization, and self-service adoption.
• Identify opportunities to simplify, standardize, and digitize manual HR processes.
• Partner with Centers of Excellence (COEs) and project teams on system implementations, data migrations, and 
organizational change management.
• Act as a change agent, supporting teams and employees through the adoption of new HR tools, processes, and 
ways of working.
• Track and report on the impact of transformation initiatives against efficiency and service-quality goals.
AI & Digital HR Enablement
• Use AI-powered tools (e.g., chatbots, generative AI assistants, workflow automation) to streamline routine HR 
tasks and employee inquiries.
• Validate the accuracy of AI-generated content or insights before use in HR communications or decisions.
• Support the adoption of AI-enabled HRIS capabilities such as predictive analytics, automated case triage, and 
smart document generation.
• Uphold data privacy, confidentiality, and ethical standards when using AI tools with employee data.
• Monitor emerging AI and HR-technology trends and propose practical use cases for the team

Your Experience and Skills

Your Experience and Skills

8–12 years in HR Operations/Shared Services, HRBP, or HR Service Delivery roles

Strong hands-on experience with HRIS platforms SAP SuccessFactors and reporting/analytics

Proven track record managing client/stakeholder relationships and escalations in a high-volume environment

Solid working knowledge of employment law and HR compliance frameworks

Experience with process improvement methodologies and SOP ownership

Exposure to HR transformation projects (system implementation, digitization, change management)

Familiarity with AI-powered HR tools and a thoughtful approach to their ethical use

Excellent communication, judgment, and ability to balance policy adherence with practical solutionsBachelor's degree in HR, Business, or related field (or equivalent experience)

What we offer

• Multicultural working environment
• Flat organizational structure
• Growth and development opportunities
• Competitive compensation and benefits package