People Project Manager

WHAT WE OFFER

• Competitive Salary Packages
• Professional Development Opportunities
• Hybrid Work Setup
• Equipment Provided
• Day 1 HMO
• Life Insurance

Position Overview
The People Project Manager is responsible for leading and delivering strategic internal and external HR-related projects, including system implementations, process improvements, compliance initiatives, and client-facing solutions. The role ensures that all projects are executed efficiently, within scope and timeline, and aligned with organizational goals by applying structured project management methodologies, driving cross-functional collaboration, and delivering measurable business impact.

WHAT WILL YOU DO?
HR Operations & Process Improvement

• Lead initiatives focused on improving HR processes, workflows, and service delivery models (e.g., onboarding, offboarding, internal requests, support channels).
• Identify inefficiencies in People Support operations and implement scalable, sustainable solutions.
• Standardize processes through development and implementation of SOPs, workflows, and service guidelines.
• Support automation and system enhancement initiatives to improve turnaround times and service quality.

Risk & Issue Management

• Identify and assess risks across internal and external projects.
• Develop and implement contingency plans to minimize disruptions.
• Manage change requests effectively, balancing scope, time, and resource impacts.

Internal & Cross-Functional Project Delivery

• Coordinate with HR, Finance, IT, and Operations to implement projects impacting workplace support, compliance, and employee services.
• Ensure seamless execution of initiatives that require multi-department collaboration.
• Act as the central point of coordination for People Support–related projects across the organization.
• Drive accountability and alignment among stakeholders to ensure timely delivery.

Monitoring, Reporting & Service Governance

• Track project progress, service performance, and key operational metrics (e.g., turnaround time, resolution rates, engagement levels).
• Prepare and present regular reports on project status, service improvements, and impact to leadership.
• Establish dashboards and tracking mechanisms for People Support initiatives.
• Conduct post-implementation reviews to assess effectiveness and identify improvement opportunities.

Process Standardization & Capability Building

• Apply appropriate project management methodologies (Agile, Waterfall, or Hybrid) depending on initiative needs.
• Drive consistency across People Support initiatives through standardized tools, templates,
  and frameworks.
• Develop playbooks and knowledge resources for recurring HR operations and employee support processes.
• Support capability building by guiding team members on structured project execution and process improvement.

Other Duties as Needed

• Perform other HR and project-related tasks as assigned by the VP People.

WHAT SHOULD YOU HAVE?

• Bachelor’s Degree in Psychology, Behavioral Science, Human Resource Management, Business Administration, or any related field.
• At least 3-5 years of experience in HR operations, employee experience, office administration, or project management. Experience in handling employee-facing programs, workplace initiatives, or HR service delivery is highly preferred.
• Project Management: Managing end-to-end HR and People Support initiatives.
• HR Operations & Service Delivery: Experience in workplace support, engagement programs, and administrative processes.
• Process Improvement: Developing SOPs, workflows, and scalable service models.
• Data Analysis & Reporting: Tracking service metrics and generating insights for improvement.
• Systems & Tools: Exposure to HR systems, ticketing tools, or workflow automation is an advantage.
• Cross-functional Coordination: Strong collaboration across HR, Finance, IT, and Operations.
• Leadership & Ownership: Takes accountability for service delivery and project outcomes.
• Strategic Thinking: Aligns People Support initiatives with business and employee needs.
• Problem-Solving: Proactively addresses operational gaps and service issues.
• Adaptability: Manages multiple priorities in a dynamic environment.
• People-Centric Mindset: Focused on improving employee experience and workplace satisfaction