People and Culture Specialist

Remote
Full Time
Mid Level

KEY RESPONSIBILITIES:

1. Employee Experience, Engagement & Culture

  • Drive employee engagement and culture initiatives by planning, coordinating, and facilitating programs, events, and employee activities that strengthen connection, recognition, and overall employee experience.
  • Manage employee lifecycle and engagement touchpoints, including onboarding, offboarding, employee milestones, internal communications, surveys, and support for employee-led initiatives such as the ERC.
  • Manage P&C projects and external partners, ensuring timely execution, effective stakeholder coordination, and post-activity evaluation, while using employee feedback and survey insights to recommend continuous improvements.
2. Learning & Development
  • Support the design and delivery of learning and development programs aligned with business needs, employee development goals, and identified capability gaps, covering functional, professional, leadership, and behavioral development.
  • Manage learning initiatives end-to-end, including needs analysis, program design, coordination, facilitation, evaluation, and continuous improvement, using a mix of workshops, self-paced learning, coaching, and other relevant learning approaches.
  • Strengthen learning effectiveness and employee growth by monitoring participation and outcomes, identifying emerging learning needs and trends, and recommending programs that support organizational and individual development.
3. Performance Management
  • Administer and coordinate the end-to-end performance management cycle, including goal setting, performance reviews, regularization assessments, performance checkpoints, and other employee evaluation processes.
  • Provide guidance and support to managers and employees on performance processes, timelines, documentation, and performance improvement initiatives, including PIPs and development plans.
  • Leverage performance data and insights to identify trends, development needs, and opportunities for process improvement while ensuring consistent, compliant, and data-driven performance practices.
4. Employee & Labor Relations
  • Manage assigned employee relations cases from intake through resolution, including fact-finding, documentation, employee and witness interviews, investigations, NTEs, Incident Reports, and appropriate case follow-through.
  • Provide fair, consistent, and confidential HR guidance on workplace concerns, policy interpretation, and employee relations matters while balancing employee welfare, business needs, and Company policies.
  • Identify and escalate potential risks involving complex or high-impact cases and ensure appropriate handling in accordance with applicable labor regulations, Company policies, and data privacy requirements.
5. General People & Culture Operations
  • Provide specialist support across core P&C operations, including talent acquisition, employee assets, compensation and benefits, rewards and recognition, and other HR initiatives as required.
  • Maintain accurate HR records, reports, dashboards, and people data to support operational requirements and data-driven decision-making while ensuring confidentiality, accuracy, and compliance with data privacy standards.
  • Partner with managers and stakeholders to deliver timely HR support, improve processes, and ensure a consistent and positive employee experience across the employee lifecycle.

KEY QUALIFICATIONS:

  • Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related field.
  • 4–6 years of progressive HR experience with solid exposure in Learning & Development, Employee Experience/Engagement, Performance Management, and working knowledge of Employee Relations.
  • Experience independently managing HR programs, projects, or initiatives is highly preferred.

TECHNICAL & BEHAVIORAL COMPETENCIES:
  • Strong working knowledge of employee engagement, learning and development, performance management, and employee relations, with the ability to translate HR practices and employee feedback into practical, business-aligned initiatives.
  • Proficient in HR systems, Excel/Google Sheets, reporting, and people analytics, with the ability to organize and interpret HR data to support informed decision-making.
  • Strong stakeholder management, communication, facilitation, and influencing skills, with the ability to work effectively with employees, managers, leaders, and external partners.
  • Demonstrates sound judgment, confidentiality, problem-solving, attention to detail, and conflict management skills, particularly when handling sensitive employee matters.
  • Highly organized, adaptable, and able to work independently in a remote environment, manage multiple priorities, and balance employee experience with business requirements and Company policies.
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