Senior HR Manager

The Senior HR Manager serves as a strategic partner in driving the organization’s talent agenda through effective talent acquisition strategies, employer branding initiatives, and learning and development programs. The role leads initiatives that strengthen the company’s ability to attract, develop, and retain high-performing employees while ensuring alignment with business goals and organizational culture. This position collaborates with senior leaders and key stakeholders to identify workforce needs, build talent pipelines, enhance employee capabilities, and establish the organization as an employer of choice. In close coordination with all Department Heads, this position aimed at timely talent provision and development.

Key Responsibilities:

1. Strategic Talent Acquisition & Employer Branding

• Design and execute strategic recruitment strategies to attract, engage, and acquire top talent aligned with organizational goals.
• Partner with business leaders to forecast workforce requirements, identify critical roles, skill gaps and establish talent acquisition priorities.
• Lead recruitment planning, sourcing strategies, and selection processes to ensure timely hiring of qualified candidates.
• Enhance recruitment practices through data-driven insights, technology-enabled solutions, and continuous process improvement.
• Build and maintain talent pipelines through partnerships, networking, industry connections, and strategic sourcing initiatives.
• Establish recruitment metrics and analytics to measure hiring effectiveness, quality of hire, and workforce trends.
• Develop and execute employer branding strategies that strengthen the organization’s reputation as an employer of choice.
• Lead initiatives that promote the company’s culture, values, employee experience, and career opportunities across various talent channels.
• Manage external partnerships with universities, professional organizations, and recruitment platforms to expand talent reach.
• Oversee participation in career fairs, industry events, and talent engagement activities to increase brand visibility.
• Collaborate with internal teams to create compelling recruitment campaigns, employee stories, and talent communication materials.

2. Learning and Organizational Development (L&OD)

• Spearhead the design and implementation of training programs that address both editorial and technical upskilling, and leadership development aligned with organizational objectives and future business needs.
• Conduct organizational and capability assessments to identify skills gaps and recommend appropriate development interventions.
• Lead the creation and execution of leadership development, technical training, and employee capability-building programs.
• Partner with leaders to establish development plans, career pathways, and succession planning initiatives.
• Evaluate the effectiveness of learning programs through feedback, performance outcomes, and learning impact metrics.
• Facilitate alignment sessions, culture workshops, and organizational interventions to strengthen team effectiveness.
• Identify organizational challenges and recommend people-centered solutions to improve effectiveness and collaboration.
• Support leaders and employees in navigating organizational changes and transformation efforts.

3. People & Culture Strategy

• Develop and execute people and culture strategies aligned with the organization’s vision, mission, values, and business objectives.
• Lead culture transformation initiatives that promote shared values, collaboration, accountability, and employee ownership.
• Translate organizational values into actionable programs, practices, and workplace behaviors.
• Assess organizational culture trends and recommend interventions to strengthen culture alignment and employee experience.
• Partner with leaders to embed culture principles into people practices, leadership behaviors, and organizational decisions.
• Work closely with the Compensation and Benefits section to establish reward and recognition programs that foster a high-performance, inclusive work environment.

4. Performance Management & Employee Lifecycle Management

• Oversee the organization’s performance management framework to ensure alignment with business objectives, organizational goals, and performance standards.
• Analyze performance trends, evaluation results, and workforce insights to identify gaps, improvement areas, and development opportunities.
• Review and assess performance management data to provide recommendations that support employee growth, accountability, and organizational effectiveness.
• Partner with leaders and managers in addressing performance-related concerns and implementing appropriate interventions.
• Analyze employee lifecycle data, including retention trends, movement, and separation insights, to support workforce planning and decision-making.
• Oversee the employee exit and offboarding process to ensure compliance, proper documentation, and a seamless employee transition.
• Review exit interview insights and separation trends to identify organizational risks and opportunities for improvement.
• Evaluate offboarding processes and recommend improvements to enhance employee experience and operational efficiency.
• Analyze HR reports insights to support management decisions and strategic HR initiatives.