Associate Process Manager

The candidate must possess in-depth functional knowledge of HR processes and apply it to operational scenarios to provide effective solutions. The candidate must be able to identify discrepancies and propose optimal solutions by using a logical, systematic, and sequential methodology. It is vital to be open-minded towards inputs and views from team members and to effectively lead, control, and motivate groups towards company’s vision. Additionally, the candidate must be self-directed, proactive and seize every opportunity to meet internal and external customer needs and achieve customer satisfaction by effectively auditing processes, implementing best people practices and process improvements, and utilizing the frameworks and tools available. Goals and thoughts must be clearly and concisely articulated and conveyed, verbally and in writing, to clients, colleagues, subordinates, and supervisors. The candidate should act as a change agent, acting as a catalyst to drive vertical/org. level changes.

Business HR Process Manager Roles and Responsibilities

1. Partner closely with Program Leaders and Operations teams to ensure a balance in HR & Ops communication and that company policies are adhered to, in the program
2. Support performance management processes, including calibration discussions, to ensure fairness and consistency.
3. Conduct regular employee pulse checks, identify concerns, and drive timely escalation and closure of issues.
4. Investigate employee conduct cases, ensure proper documentation, and support disciplinary actions as required.
5. Monitor and govern Performance Improvement Plans (PIP) and coaching interventions for bottom performers.
6. Drive attrition management initiatives by analyzing trends, identifying root causes, and implementing retention strategies.
7. Ensure seamless execution of the 90-day onboarding and assimilation journey for new hires.
8. Conduct structured HR connects (1:1s, leadership connects) to enhance engagement and employee experience.
9. Support end-to-end performance appraisal cycles, including goal setting, manager enablement, and calibration closure.
10. Ensure compliance with HR processes such as exit interviews, background verification closures, and bottom quartile management.
11. Maintain accurate HR trackers (pulse, performance, disciplinary cases) and generate reports/dashboards for stakeholders.
12. Drive Rewards & Recognition programs to foster a high-performance culture and motivate employees.

Minimum Qualifications

• 3+ years of HRBP experience.
• Proven ability to manage employee relations, handle grievances, and drive resolution independently 
• Strong stakeholder management skills with ability to partner and influence business leaders 
• Good analytical skills to interpret HR data (attrition, performance) and drive insights 
• Effective communication skills with confidence in handling sensitive employee conversations 
• Experience in performance management cycles, including calibration, PIP management, and appraisals

Disclaimer - eClerx is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, national origin, disability or protected veteran status, or any other legally protected basis, per applicable law.