HR ASSOCIATE (Recruitment, Onboarding, Performance Management)

The HR Associate (Recruitment, Onboarding, Performance Management) plays a key role in supporting end-to-end people operations, including recruitment, onboarding, and performance management. This role is responsible for attracting and hiring the right talent, ensuring a seamless onboarding experience, and supporting performance processes that enable employee growth and alignment.

The role stays updated with industry trends, tools, and emerging technologies, and proactively identifies ways to improve processes, efficiency, and overall employee experience.

DUTIES AND RESPONSIBILITIES:

1. RECRUITMENT

1. Candidate Sourcing

• Proactively source qualified candidates through multiple channels (job platforms, referrals, networks, and alternative sourcing strategies) to build a strong and diverse talent pipeline
• Establish and maintain strong relationships with various candidate sources to ensure consistent and timely access to potential hires

1. Candidate Screening and Selection

• Conduct initial screening processes (resume review, preliminary interviews, assessments) to ensure candidates meet defined job qualifications prior to endorsement to hiring managers
• Conduct preliminary screening processes to ensure shortlisted candidates meet the qualification standards prior to endorsement to the hiring managers, e.g. resume screen, preliminary interviews, testing, to identify those who meet the established job specifications/criteria
• Endorse qualified candidates and provide hiring managers with relevant insights and evaluation data to support informed decision-making
• Coordinate interview schedules and ensure timely collection of feedback from interviewers
• Maintain a positive candidate experience by ensuring clear, timely, and professional communication throughout the hiring process

1. Recruitment Data Management and Reporting
2. Referrals:

• Ensure all employee referrals are accurately tracked, monitored, and documented
• Process referral incentives for successful hires in a timely and accurate manner

ii. Reporting:

• Ensure all recruitment trackers and databases are consistently updated and maintained
• Prepare and submit accurate recruitment reports within prescribed timelines
• Provide insights on hiring progress, pipeline health, and potential bottlenecks

1. ONBOARDING

• Continuously improve onboarding programs, materials, and processes to ensure relevance and effectiveness
• Implement and manage the onboarding process to support smooth entry, integration, and early productivity of new hires
• Coordinate with hiring managers to ensure onboarding plans, tools, and expectations are in place prior to the new hire’s start date
• Monitor new hire progress during the onboarding period and proactively address integration challenges or risks
• Gather feedback from new hires and stakeholders to improve onboarding experience and effectiveness

1. EMPLOYEE PERFORMANCE MANAGEMENT

1. 360 Evaluation

• Facilitate the 360 evaluation process by distributing forms and ensuring proper coverage of respondents
• Follow up with stakeholders to ensure timely and complete submission of feedback
• Consolidate responses and prepare structured summary reports for Line Managers

1. Performance Evaluation

• Monitor and ensure timely completion of performance evaluation forms by both Evaluatee and Line Manager
• Coordinate schedules and logistics of performance discussions
• Document key outcomes, agreements, and action items from attended performance review sessions as required
• Flag delays, inconsistencies, or issues in the evaluation process to HR and stakeholders

1. Performance Improvement Plan (PIP) Management

• Support the development and documentation of Performance Improvement Plans in alignment with Line Manager and HR
• Track progress of employees under PIP, ensuring regular check-ins and proper documentation
• Maintain accurate records and ensure proper closure, completion, or escalation of PIP cases

1. Tracker and Documentation Management

• Maintain accurate, organized, and up-to-date performance management records, trackers, and databases

1. Reporting

• Prepare regular and ad-hoc reports and analytics related to performance management.

1. HR SUPPORT

Provide support in other HR Functions if/when needed

KEY COMPETENCIES AND SKILLS

We Are Looking For Someone Who:

• Strong experience in end-to-end recruitment, preferably in fast-paced or creative environments
• Ability to identify high-potential talent beyond resumes (e.g., portfolio, culture fit, growth potential)
• Demonstrates sourcing agility across multiple platforms (LinkedIn, job boards, social media, and emerging channels)
• Ensures timely and complete execution of performance processes (360 reviews, evaluations, PIPs) across teams
• Able to identify gaps in feedback quality, inconsistencies in ratings, and delays in submission, and proactively escalate or address them
• Demonstrates discretion and professionalism in handling sensitive performance matters, including underperformance and PIP cases
• Supports managers in maintaining clear, structured, and actionable performance documentation
• Able to track and interpret performance data to identify risks, trends, and areas for improvement

• Effectively partners with hiring managers to align on hiring needs, role expectations, and timelines
• Able to challenge and calibrate hiring requirements when needed to improve hiring outcomes
• Delivers a high-quality candidate experience through clear, timely, and transparent communication
• Comfortable managing multiple stakeholders, roles, and competing priorities simultaneously

• Strong project and time management skills, with the ability to manage multiple processes, roles, and deadlines
• Highly organized and detail-oriented in managing trackers, reports, and documentation with high accuracy
• Ensures consistency, completeness, and reliability of HR data across recruitment, onboarding, and performance management

• Working knowledge of AI-powered tools (e.g., ChatGPT, Gemini, NotebookLM) to improve sourcing, screening, and administrative efficiency
• Comfortable leveraging technology to streamline workflows and enhance productivity
• Stays updated with emerging tools and trends in recruitment and HR

• Thrives in a fast-paced, dynamic, and evolving work environment
• Resourceful, proactive, and solutions-oriented
• Demonstrates strong emotional intelligence and adaptability
• Takes ownership and accountability for outcomes, not just task completion

• Bachelor’s degree in Human Resource Management, Psychology, or any related field
• At least 2–3 years of experience in recruitment or a similar HR role
• Experience supporting HR functions beyond recruitment (e.g., onboarding, performance management) is an advantage
• Strong attention to detail with experience in managing trackers, reports, and documentation
• Experience coordinating with multiple stakeholders in a fast-paced environment
• Familiarity with sourcing tools, HR systems, and productivity tools (e.g., Google Workspace, MS Office)
• Familiarity with AI-powered tools (e.g., ChatGPT, Gemini, NotebookLM) is a plus
• Experience recruiting for creative, digital, or agency roles is a strong advantage.