Talent Management Specialist 06192026 - GSCOPS

The Talent Management Specialist is responsible for fostering a positive employee experience through effective employee relations, engagement programs, performance management support, and culture-building initiatives. As part of the Human Capital Department, this role partners with employees, leaders, and clients to promote employee well-being, strengthen workplace culture, ensure policy compliance, and support a productive and engaged workforce.

Qualifications:

• Graduate of a Bachelor's Degree in Psychology, Human Resources, Behavioral Science, Business Administration, or any related field.
• CHRA certification is an advantage but not required.
• At least three (3) years of relevant HR experience; experience as an HR Business Partner, Talent Management Specialist, or HR Generalist is highly preferred.
• Experience working in an offshoring/BPO environment is an advantage.
• Strong background in Employee Relations, Employee Engagement, Performance Management, and HR Operations.
• Experience handling employee concerns, disciplinary processes, investigations, and conflict resolution.
• Experience in planning and executing employee engagement programs, company events, and culture-building initiatives.
• Must have experience using Sprout HR or any HRIS platform.
• Proficient in Microsoft Word, Excel, Outlook, and other business productivity tools.
• Excellent communication, facilitation, stakeholder management, and interpersonal skills.
• Highly organized, detail-oriented, and capable of managing multiple priorities in a fast-paced environment.
• Must be willing to work on a hybrid setup and mid-shift schedule (2:00 PM – 11:00 PM).

Responsibilities:

Employee Relations Management

• Address employee concerns, grievances, and workplace issues while ensuring fair, timely, and compliant resolutions.
• Conduct regular employee check-ins and engagement conversations to assess employee sentiment, concerns, and overall experience.
• Assist in investigations, evidence gathering, documentation, and administrative hearings related to employee relations cases.
• Prepare and administer Notices to Explain (NTE), disciplinary documentation, and related employee relations communications.
• Partner with leaders and stakeholders to promote a positive work environment and foster healthy employee relationships.
• Ensure employee compliance with company and client-specific policies, procedures, and standards.

Performance Management

• Monitor and facilitate performance review cycles, including probationary evaluations (3rd and 5th month reviews) and annual performance reviews for regular employees.
• Coordinate and schedule performance review discussions between employees, managers, and clients.
• Assist managers in implementing and monitoring Performance Improvement Plans (PIPs).
• Maintain accurate performance management records and documentation.
• Draft recommendations for salary increases, promotions, and employee development actions based on performance outcomes and business requirements.
• Prepare and release salary adjustment, promotion, and related employee communications.

Employee Engagement and Culture Development

• Design, coordinate, and implement employee engagement programs that strengthen company culture, employee satisfaction, and retention.
• Plan and execute company-wide events, employee recognition programs, town halls, team-building activities, wellness initiatives, holiday celebrations, and other engagement activities.
• Collaborate with internal stakeholders and clients to develop meaningful employee experience initiatives.
• Gather employee feedback through surveys, focus groups, and engagement activities, providing actionable recommendations to leadership.
• Track engagement metrics and recommend programs that support employee morale, productivity, and organizational effectiveness.
• Promote and reinforce company values, culture, and employee well-being initiatives.

HR Operations and Employee Administration

• Maintain and update employee records and information within the HRIS.
• Track employee attendance, leave utilization, and related HR metrics while ensuring data accuracy.
• Submit quarterly leave credit reports and other employee-related reports to clients and stakeholders.
• Assist in preparing and finalizing holiday schedules and holiday-swapping arrangements based on client requirements.
• Support employee onboarding processes, including payroll account setup, HMO enrollment, and life insurance registration.
• Conduct exit discussions and facilitate separation processes in a professional and compliant manner.

Learning, Development, and Stakeholder Support

• Organize and facilitate client-sponsored training sessions and employee development initiatives.
• Coordinate with department leaders and clients to support talent development and workforce planning initiatives.
• Attend and facilitate client meetings, employee forums, and engagement sessions as required.
• Provide support to the Talent Acquisition team during peak hiring periods and critical business needs.