HR Operations Partner(tickets, performance, labour laws, workforce transformation)

Basic Function

The HR Operations Partner serves as a trusted operational and advisory partner to People Managers, HR Business Partners, HR Operations Specialists and Centers of Excellence, providing practical HR guidance and ensuring consistent and effective delivery of HR services.

The role combines broad HR generalist capability with a strong understanding of end-to-end employee lifecycle processes. It supports People Managers in navigating HR policies, processes, systems and employee matters, while coordinating across the HR organization to ensure issues are addressed through the appropriate channels.

As a senior individual contributor, the HR Operations Partner is expected to independently manage complex manager queries and escalations, exercise sound judgement, identify operational and compliance risks, and drive matters through to resolution. The role will also contribute to strengthening manager capability, improving HR processes and supporting the continued evolution of the HR operating model.

The role requires good knowledge of India employment and statutory requirements and an ability to translate regulatory and policy requirements into practical HR Operations execution.

Essential Duties and responsibilities

People Manager Partnership & Advisory

· Act as a trusted HR Operations partner to People Managers, providing practical guidance on HR policies, processes, systems and employee lifecycle matters.

· Own and manage HR cases raised by People Managers, including complex queries and escalations on HR Policies and Process (hire to retire), driving cases through to resolution and engaging HR Business Partners, Employee Relations, Legal or COEs where specialist support is required.

· Strengthen manager capability through proactive guidance, coaching and practical tools that enable managers to navigate HR processes more effectively.

· Guide performance management processes ensuring alignment with organizational goals.

HR Generalist & HR Business Partner Support

· Apply broad HR generalist knowledge when supporting managers and HR colleagues across a range of employee and organizational matters.

Partner closely with HR Business Partners, COEs in the operational execution of key people priorities and annual HR programs, including promotion and year-end cycles, organizational changes, workforce movements/transformation, talent processes and manager communications.

· Work across HR Operations, HR Business Partners, Employee Relations, Payroll, Compensation & Benefits, Talent, Mobility, Legal and other Centers of Excellence to coordinate effective solutions.

End-to-End Employee Lifecycle

· Possess a strong working knowledge of end-to-end hire-to-retire processes and the interdependence between HR Operations, HR Business Partners, Centers of Excellence, Payroll and HR systems.

· Coordinate complex employee lifecycle activities that require inputs from multiple HR teams, ensuring clarity of ownership, timely execution and a consistent employee and manager experience.

· Assess the operational impact of HR process or policy changes and support implementation readiness across systems, processes, communications and manager enablement.

India Compliance & Governance

· Working knowledge of relevant Indian employment legislation, statutory requirements and HR compliance obligations and understand their implications for HR Operations processes.

· Link relevant employment law and regulatory developments and support translation of changes into HR policies, processes, systems, documentation and manager guidance.

· Identify potential compliance, employee relations, process or governance risks arising through HR Operations activities and escalate them appropriately.

HR Operations Excellence & Continuous Improvement

· Use HR dashboards, reporting and available operational data to support data-driven recommendations and measure the effectiveness of improvements.

· Identify opportunities to simplify, standardize or automate HR processes and reduce unnecessary manual activity or local variation.

· Partner with Global Process Owners and HR Operations teams to support consistent global practices, retaining local customization where required for legal or regulatory reasons.

OTHER DUTIES

Perform other duties and participate in HR programs, projects or initiatives as required, consistent with the nature and level of the role.

Job Qualifications

Education:

• •Bachelor’s degree in Human Resources, Business, Industrial Relations, Organizational Development or a related discipline.
• •Postgraduate qualification in Human Resources, Business or a related area would be advantageous but is not essential.

Experience:

• •Minimum of ten years of progressive HR experience
• •Demonstrated experience within an HR generalist, HR Operations Partner, People Partner or HRBP-support capacity.
• •Practical experience across multiple aspects of the end-to-end hire-to-retire employee lifecycle.
• •Experience supporting People Managers directly and providing guidance on HR policies, processes and employee matters.
• •Demonstrated experience managing complex or escalated HR queries requiring coordination across multiple HR stakeholders.
• •Experience partnering with HR Business Partners and working across HR Operations, Centers of Excellence and specialist functions.
• •Working knowledge of Indian employment legislation and statutory HR compliance requirements.
• •Experience supporting HR process improvement, change implementation or HR operating-model initiatives.
• •Experience using HR information systems, preferably Workday, together with case-management, reporting and analytical tools.
• •Experience in a regional, multi-country or APAC HR environment would be advantageous.
• •Previous experience coordinating projects, coaching colleagues or providing functional guidance would be advantageous.

Other Knowledge, Skills, Abilities or Certifications:

• •Excellent verbal and written communication skills
• •Detail oriented and highly organized individuals demonstrate a high level of initiative

· Proficiency with HR information systems, preferably Workday and the Microsoft Office Suite

• •Ability to analyze information and convert related activities into a comprehensive work plan
• •Ability to communicate and make recommendations to all levels and roles within the organization.
• •Demonstrated ability to deal with confidential information
• •Demonstrated problem solving, time management and priority setting skills
• •Strong resolve to manage client issues in a timely manner and collaborate with the team to ensure programs run smoothly with a client experience focus
• •Research complex issues, think outside the box to solve problems

(List any travel requirements of the job. Include whether travel will be on a weekly, monthly, or annual basis. Indicate whether travel will be domestic or international in nature. Express amount of travel as a percentage of total work time.)

Limited travel up to 10%

Physical Demands

Normal office environment as per the WK flexible working policy.

The above statements are intended to describe the general nature and level of work being performed by most people assigned to this job. They re not intended to be an exhaustive list of all duties and responsibilities and requirements.

Our Interview Practices

To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.

Applicants may