HR Ops Lead

HR Ops Lead

A Senior HR Operations Lead is responsible for overseeing the entire employee lifecycle ensuring compliance with labour laws and driving efficiency in HR processes. This role combines strategic leadership with hands-on execution of HR operations making it critical for organizational effectiveness

Key Responsibilities:

• Employee Lifecycle Management

• Oversee onboarding offboarding and internal transitions.
• Maintain accurate employee records and contracts.
• HR Process Execution
  • Implement and monitor HR policies and procedures.
  • Ensure smooth payroll inputs and benefits administration.
• Compliance & Governance
  • Ensure adherence to labor laws and employment regulations.
  • Maintain audit-ready documentation and HR compliance reports.
• HR Systems & Analytics
  • Streamline HRIS systems and workflows.
  • Analyze HR metrics (attrition engagement performance) for decision-making.
• Employee Support
  • Act as a point of contact for employee queries.
  • Resolve HR-related issues promptly and effectively.
• Strategic HR Initiatives
• Drive process improvements and automation.
• Collaborate with leadership to align HR operations with business goals.

Required Skills & Qualifications

• Education: Bachelors/Masters in Human Resources Business Administration or related field.
• Experience: 1015 years in HR operations with at least 3 years in a leadership role.
• Technical Skills: Proficiency in HRIS payroll systems and compliance frameworks.
• Soft Skills: Strong communication problem-solving and stakeholder management abilities.
• Analytical Ability: Skilled in HR data analysis and reporting.

Role Impact

• Operational Efficiency: Ensures HR processes run smoothly and consistently.
• Risk Management: Reduces compliance risks through strong governance.
• Employee Experience: Improves engagement and satisfaction by resolving HR issues quickly.
• Strategic Alignment: Supports leadership in achieving workforce-related business objectives

Risks & Challenges

• Compliance Risks: Failure to keep up with changing labor laws can lead to penalties.
• Employee Dissatisfaction: Inefficient HR processes may reduce engagement.
• Technology Gaps: Outdated HR systems can slow down operations.

High Workload: Balancing strategic initiatives with daily operations requires strong prioritization.

Required Experience:

Manager