Associate Program Manager

The candidate must possess knowledge relevant to the functional area, and act as a subject matter expert in providing advice in the area of expertise, and also focus on continuous improvement for maximum efficiency. It is vital to focus on the high standard of delivery excellence, provide top-notch service quality and develop successful long-term business partnerships with internal/external customers by identifying and fulfilling customer needs. The candidate should be able to break down complex problems into logical and manageable parts in a systematic way, and generate and compare multiple options, and set priorities to resolve problems.The ideal candidate must be proactive, and go beyond expectations to achieve job results and create new opportunities. The candidate must positively influence the team, motivate high performance, promote a friendly climate, give constructive feedback, provide development opportunities, and manage career aspirations of direct reports. Communication skills are key here, to explain organizational objectives, assignments, and the big picture to the team, and to articulate team vision and clear objectives.

Associate Program Manager Role and Responsibilities:

Stakeholder Partnership & Business Solutioning

• Act as a strategic partner to Program Leaders and Senior Stakeholders, ensuring strong alignment between business objectives, operating models, and people strategies.
• Balance HR and Operations priorities by cocreating practical, scalable solutions that support delivery, productivity, and employee experience.
• Translate business challenges into people, process, and capability solutions, leveraging data, insights, and best practices.
• Serve as a trusted advisor to leadership on organizational effectiveness, workforce planning, and change initiatives.

Employee Connect & Business Enablement

• Design and oversee structured employee connect and listening mechanisms (pulse surveys, forums, leadership connects) to gather insights and influence business decisions.

• Govern the 90day onboarding experience to ensure faster assimilation, early engagement, improved productivity, and reduced earlytenure attrition.

• Partner with business and learning teams to align knowledge management and capabilitybuilding initiatives with current and future business needs, enabling sustained performance and retention.

• Identify engagement and attrition risks using data and feedback, and partner with leaders to drive targeted, outcomebased interventions.

Performance Management

• Provide strategic oversight for performance management and goalsetting frameworks, ensuring alignment between individual goals and business outcomes.
• Enable leaders to drive a strong performance and accountability culture through calibration, talent reviews, and leadership capability building.

Data, Governance & Risk Oversight

• Establish and monitor people governance frameworks, ensuring adherence to internal policies, controls, and regulatory requirements.
• Use HR analytics and business metrics to identify trends, risks, and opportunities, and present actionable insights to senior leadership.
• Anticipate and mitigate peoplerelated and operational risks through proactive planning and crossfunctional collaboration.

Financial & Resource Governance

• Provide strategic oversight of HR and peoplerelated budgets, ensuring alignment with business priorities and financial discipline.
• Define and implement cost optimization and resource planning strategies without compromising delivery or employee experience.
• Monitor budget utilization and guide leadership on tradeoffs and investment decisions.

Executive Impact

• Operate as an enterpriselevel HR and business leader, influencing strategy, execution, and transformation agendas.
• Drive largescale initiatives that enhance organizational capability, stakeholder confidence, and business outcomes.
• Champion a culture of agility, accountability, and continuous improvement across programs.

Technical and Functional Skills:

• The ideal candidate will have at least 12+ years of experience into HRBP role.
• Full understanding of the way an organization operates to meet its objectives
• Excellent knowledge of employment legislation and regulations
• Thorough knowledge of human resource management principles and
• A business acumen partnered with attention to the human element
• Knowledge of data analysis and reporting
• Strong verbal, written, and interpersonal communication abilities.
• Strong analytical skills and experience using and presenting data to make decisions.