HR Manager – Global People Operations & Talent Management

About Us

With offices in the US and India, Atlas Systems is a trusted partner helping companies on their digital transformation journeys — expanding their capabilities and delivering added value. Now in its 20th year, Atlas works closely with clients to provide solutions that seamlessly enhance in-house teams and systems, leveraging AI, Cloud, and other innovative technologies.

The company’s continuous focus on learning and upskilling in-house talent allows Atlas to stay ahead of emerging trends and deliver the services clients need most. With a team of 500+ associates globally, Atlas manages some of the largest Infrastructure operations for clients across multiple industries.

Atlas also offers expertise across Database Services, Application Development & Support, Network Support, Cloud Migration, Big Data Analytics, IT Security, IT Consulting and AI-led solutions.

Join us on this transformative journey as we redefine what is possible in the digital landscape, enabling businesses to reach new heights by turning innovation into impact.

Shape your digital future with Atlas Systems!

Please apply using the URL:

https://atlas.bamboohr.com/careers/630

HR Manager – Global People Operations & Talent Management

Role Overview

Atlas Systems is looking for a dynamic, hands-on and people-focused HR Manager – Global People Operations & Talent Management to manage and continuously improve the employee experience across our global workforce.

This role goes beyond traditional HR administration. The HR Manager will support employees and managers across geographies including India, the United States, Singapore and other locations , and will be responsible for HR operations, employee benefits, payroll inputs, talent management, employee engagement, People Connect, talent development, wellness, performance management, employer branding and people analytics.

The role will also own effective utilization of BambooHR as a central HR platform and use eNPS, pulse surveys, employee feedback and people analytics to understand and continuously improve the employee experience.

Key Responsibilities

1. Global HR Operations & Employee Lifecycle

Manage the complete employee lifecycle from onboarding through confirmation, transfers, promotions, employee changes and exits.

Support employees across India, the US, Singapore and other operating locations.

Ensure employee records, contracts, documentation and employment information are accurate and current.

Coordinate with Finance, Payroll, IT, Recruitment, Administration and business teams on employee-related matters.

Ensure consistent HR processes while accommodating country-specific requirements.

Continuously improve HR processes and employee experience.

2. Global Compensation, Benefits & Payroll Coordination

Coordinate employee compensation and benefits administration across multiple countries.

Manage and support employee benefit programs including medical, health, life and other insurance programs .

Coordinate retirement, pension and statutory benefit programs applicable to each geography.

Support administration and employee communication related to programs such as 401(k) and other US retirement benefits .

Coordinate Indian statutory and employee benefits including Provident Fund (PF), gratuity, insurance and other applicable benefits .

Support relevant pension, statutory and employee benefit programs in Singapore and other operating countries.

Coordinate employee enrolment, additions, removals and changes with insurance providers, benefit administrators and internal teams.

Support annual benefit renewals and review employee coverage and participation.

Respond to employee questions relating to insurance, benefits and retirement programs.

Maintain accurate benefit records and documentation.

3. Payroll Inputs & Employee Changes

Coordinate accurate and timely monthly payroll inputs with Finance, Payroll teams and external payroll providers.

Validate employee joining, exits, salary changes, promotions, incentives, leave adjustments and other payroll-impacting changes.

Maintain clear payroll cut-off processes and controls.

Review payroll inputs before submission and follow up on discrepancies.

Coordinate Full & Final Settlement inputs for exiting employees.

Support payroll-related employee queries in coordination with Finance and payroll providers.

Ensure employee and compensation information in BambooHR is aligned with approved payroll changes.

Maintain appropriate confidentiality and controls over compensation and payroll information.

4. BambooHR Ownership & HR Process Governance

Own effective administration and utilization of BambooHR across the employee lifecycle.

Ensure employee records, reporting lines, job information, employment status and organizational data are accurate.

Drive adoption of BambooHR among employees and managers.

Manage and improve workflows relating to onboarding, employee information, performance, time off, documentation and employee changes.

Build HR reports and dashboards using BambooHR.

Conduct periodic HR data audits.

Identify opportunities to automate HR processes and reduce manual effort.

Ensure BambooHR remains the organization's single source of truth for people data .

5. Talent Management

Partner with business leaders to identify key talent, critical roles and future capability requirements.

Facilitate talent reviews and succession planning discussions.

Identify high-potential employees and development opportunities.

Track employee performance, potential, retention risks and career progression.

Develop and monitor Individual Development Plans.

Support internal mobility and career growth opportunities.

Build talent pipelines for critical positions.

6. People Connect & Employee Listening

Design and run a structured People Connect program across the organization.

Conduct employee connects, HR connects, skip-level discussions and focus-group sessions.

Understand employee concerns, aspirations and workplace challenges.

Identify potential attrition and engagement risks early.

Track issues and commitments arising from employee discussions.

Ensure agreed actions are followed through to closure.

Provide leadership with periodic insights on employee sentiment and workforce trends.

7. eNPS, Engagement & Pulse Surveys

Own the organization's Employee Net Promoter Score (eNPS) program.

Conduct periodic eNPS, employee engagement and pulse surveys.

Analyse employee feedback across relevant segments, functions and locations.

Identify recurring themes and root causes.

Convert feedback into measurable action plans.

Work with leadership and managers on corrective and improvement actions.

Track eNPS and employee engagement trends over time.

Close the feedback loop by communicating actions taken based on employee feedback.

8. Talent Development & Learning

Identify organizational, team and individual learning requirements.

Build structured learning and talent-development plans.

Coordinate technical, behavioural, leadership and managerial development programs.

Promote continuous learning, upskilling and cross-skilling.

Develop career pathways and capability-development frameworks.

Track development plans and learning effectiveness.

Support managers in coaching and developing their teams.

9. Employee Wellness & Wellbeing

Develop and manage employee wellness and wellbeing programs.

Coordinate initiatives covering physical, mental, emotional and workplace wellbeing.

Conduct wellness campaigns, sessions and employee activities.

Use People Connect and employee survey insights to identify wellbeing concerns.

Work with leaders and managers to promote sustainable working practices.

Track participation and effectiveness of wellness initiatives.

10. Employer Branding & Talent Branding

Build and strengthen Atlas Sy