Associate Manager - Human Resource

About IPE Global Centre for Knowledge & Development (CKD)

IPE Global Centre for Knowledge & Development (CKD) is a not-for-profit organisation with a singular focus on women, adolescents and children. We relentlessly pursue building the agency of women, adolescents and children by providing equitable access to health, nutrition, education and 21st century skills, livelihood and employability. With a commitment to leave no one behind, our key principles of diversity, equity and inclusion drive all our goals.

CKD was incubated in 2013 by IPE Global Limited, an international development organisation with a track record of implementing multi-sectoral, large-scale, and high-impact development projects across continents. CKD leverages IPE Global's 27+ years of experience and knowledge for maximum impact.

Position Summary

The Associate Manager – HR will support the HR function in managing day-to-day HR operations and employee lifecycle processes across the hire-to-retire cycle. The role will act as a key coordination layer between HR leadership, HR executives, employees, managers, and internal support teams.

The position requires someone who can understand stakeholder requirements, convert them into clear actionable tasks for the HR operations team, provide first-level guidance and query resolution, and ensure timely closure of HR processes with accuracy and discipline. The role will also involve supervising HR executives, reviewing their work, maintaining trackers and MIS, and escalating matters only where leadership intervention is required.

This role is suited for an HR professional who is strong in execution, process follow-through, stakeholder management, and team supervision, while also being able to apply judgement in handling employee and business requirements.

Key Responsibilities

HR Operations & Employee Lifecycle

• Manage and monitor employee lifecycle activities including onboarding, induction coordination, confirmation, transfers, documentation, employee letters, exits, and full & final coordination.
• Ensure timely and accurate issuance of HR letters including appointment, confirmation, experience, relieving, visa, NOC, internal movement, and other employment-related letters.
• Maintain employee records, personnel files, HRIS data, and documentation in an accurate and audit-ready manner.
• Track joining, probation, confirmation, separation, contract-related actions, and other employee lifecycle milestones.
• Support smooth execution of HR processes in coordination with employees, managers, project teams, and internal departments.

Team Supervision & Work Allocation

• Supervise and guide HR executives in day-to-day operational activities.
• Translate stakeholder requests into clear tasks, timelines, and follow-up actions for the team.
• Review work prepared by executives to ensure accuracy, completeness, quality, and alignment with approved formats and processes.
• Maintain trackers for open HR requests, pending employee actions, letters, HRIS updates, exits, confirmations, and other operational deliverables.
• Ensure follow-ups are closed on time and recurring gaps are highlighted with practical solutions.

Stakeholder Coordination & Query Resolution

• Act as the first level of HR support for routine employee, manager, and internal stakeholder queries.
• Provide basic guidance on HR processes, documentation requirements, HRIS workflows, and employee lifecycle matters.
• Coordinate with senior stakeholders to understand requirements, clarify expectations, and ensure execution through the HR operations team.
• Work closely with Finance, Administration, IT, project teams, and other internal departments for HR-related closures.
• Escalate complex, sensitive, or policy-level matters to the reporting manager with relevant facts and suggested next steps.

HRIS, MIS & Reporting

• Support effective usage and maintenance of HRIS, preferably Darwinbox, for employee data, workflows, attendance, leave, and employee lifecycle processes.
• Ensure employee master data and HR records are regularly updated and validated.
• Prepare and maintain HR MIS, trackers, dashboards, and reports for review by HR leadership.
• Track key HR metrics including headcount, joining, exits, confirmations, employee documentation, pending actions, and process TATs.
• Identify process delays, data gaps, and recurring operational issues, and support improvements.

Performance, Engagement & L&D Coordination

• Support coordination for PMS-related activities including communication, trackers, follow-ups, data validation, and closure support.
• Assist in employee engagement initiatives, surveys, induction sessions, and HR communication activities as required.
• Coordinate L&D activities wherever applicable, including training nominations, attendance tracking, feedback collation, and training records.
• Support HR leadership in preparing basic presentations, reports, employee communication drafts, and process notes.

Compliance, Audit & Process Discipline

• Ensure HR processes are followed consistently, and documentation is maintained as per internal requirements.
• Support internal and external audits by arranging employee records, HR documents, approvals, and supporting data.
• Maintain confidentiality while handling employee information, personnel records, and sensitive HR matters.
• Support implementation of HR SOPs and ensure team adherence to defined processes.

Qualification & Experience

Essential Qualification

• Full-time MBA / Post-Graduate degree in Human Resources, Psychology, Organizational Behaviour, or a related discipline.
• Minimum 6 years of relevant HR experience, preferably in HR operations, employee lifecycle management, HRIS, employee documentation, and HR coordination.
• Prior experience in a consulting, development sector, project-based, or multi-location organization will be preferred.
• Experience in supervising or guiding junior HR team members will be an advantage.
• Hands-on experience with HRMS platforms is required; Darwinbox experience will be preferred.

Essential Skills & Competencies

• Strong understanding of end-to-end HR operations and employee lifecycle processes.
• Ability to manage multiple priorities, solve problems, and ensure timely execution.
• Effective stakeholder management, including interactions with senior leadership.
• Experience in team supervision, quality review, and process compliance.
• Strong communication, documentation, and MS Office/MIS reporting skills.
• High attention to detail, confidentiality, and professional discretion.

Preferred Candidate Profile

• The ideal candidate should be a dependable HR generalist with strong HR operations experience and the maturity to act as a reliable second line to HR leadership. The person should be able to manage routine HR operations independently, guide junior team members, handle first-level stakeholder queries, and ensure that day-to-day HR work is closed without requiring constant senior intervention.
• The role is best suited for someone who can bring structure to operational requests, maintain discipline in follow-ups, and reduce leadership bandwidth spent on routine execution, while escalating only those matters that require strategic or policy-level direction.