The Role
Owns employee onboarding, engagement, retention, talent acquisition, HR process development, and people governance. Partners with managers and leadership to diagnose workforce challenges, analyze performance and attrition patterns, improve recruitment pipelines, and implement practical HR interventions. The role requires strong communication, discretion, judgment, business understanding, and the ability to manage people initiatives from diagnosis through completion.
Summary Generated by Built In
Role Objective
To build and strengthen the people environment of the organization by bringing together talent, employee experience, development, retention, and people governance.
Roles and Responsibilities
- Run a structured onboarding and orientation framework that gives every employee role clarity, team context, and cultural grounding from Day 1, using standardized check-ins (e.g., a 30/60/90-day model) to track early risk signals and feed recurring gaps back into onboarding design.
- Build genuine organizational insight through a defined cadence of employee touchpoints — 1:1s, stay interviews, structured observation — logging themes (role fit, wellbeing, growth) into a running record to make patterns traceable over time.
- Partner with managers using a root-cause-first approach to team-level challenges, diagnosing the actual driver behind an issue before designing a proportionate HR intervention.
- Apply pattern analysis across performance, engagement, and attrition data, segmenting retention drivers into aspirational, managerial, role-design, and organizational categories to prioritize interventions with the most impact.
- Own recruitment pipelines proactively, forecasting hiring needs against business growth and tracking pipeline health through defined metrics — stage-wise conversion, time-to-hire, recurring bottlenecks — to keep hiring predictable.
- Lead Talent Acquisition using clear, calibrated evaluation criteria across interviewers and a consistent candidate experience, aligning every hire to long-term organizational needs.
- Build HR frameworks and documentation using a minimum-viable-process principle, adding enough structure to ensure fairness and consistency, and continuously benchmark employment practices, statutory requirements, and talent-market movement to translate external shifts into internal action.
- Own every identified people gap from root-cause diagnosis through implementation and full closure
Skills and Qualifications required
- 2+ years of hands-on HR experience with exposure across Talent Acquisition and people processes.
- Should have a master's degree in Management or Organizational Behaviour.
- Strong understanding of HR fundamentals, employment practices, and applicable statutory requirements.
- Practical awareness of talent-market conditions, compensation practices, hiring benchmarks, retention considerations, and evolving workplace expectations.
- Strong recruitment capability, including proactive sourcing, talent mapping, pipeline development, candidate assessment, and stakeholder coordination.
- Strong observation and people-understanding skills, with the ability to identify patterns that may not be immediately visible through formal feedback mechanisms.
- Strong communication, listening, and counseling ability, with the confidence to engage directly with employees, managers, and leadership on people matters.
- Sound judgment and discretion when handling sensitive employee and organizational matters.
- High ownership and initiative; able to identify gaps, take action, and carry matters through to closure without constant direction.
- Ability to work with ambiguity, changing priorities, and cross-functional stakeholders while maintaining clarity of thought and execution.
- Ability to understand business context and translate it into practical people priorities and HR interventions.
Skills Required
- 2+ years of hands-on HR experience with exposure to Talent Acquisition and people processes
- Master's degree in Management or Organizational Behaviour
- Strong understanding of HR fundamentals, employment practices, and applicable statutory requirements
- Awareness of talent-market conditions, compensation practices, hiring benchmarks, retention considerations, and workplace expectations
- Recruitment experience including sourcing, talent mapping, pipeline development, candidate assessment, and stakeholder coordination
- Strong observation and people-understanding skills
- Strong communication, listening, and counseling abilities
- Ability to engage employees, managers, and leadership on people matters
- Sound judgment and discretion when handling sensitive matters
- High ownership and initiative, with ability to carry matters through to closure
- Ability to work with ambiguity, changing priorities, and cross-functional stakeholders
- Ability to understand business context and translate it into practical HR priorities and interventions
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The Company
What We Do
UniAthena is a global online learning platform offering flexible, self-paced education through free short courses, professional certifications, diploma programs, MBA and master’s degrees, doctoral programs, and other internationally relevant qualifications. Its mission is to make quality education accessible and affordable for learners worldwide, with academic programs and credentials offered through partnerships with accredited and globally renowned universities and professional qualification bodies.
