HR Process Trainer  

The HR Process Trainer plays a critical role in enhancing organizational capability by designing, delivering, and optimizing HR training programs, onboarding experiences, and process improvement initiatives. This role bridges HR operations and employee development, ensuring employees, managers, and HR teams are equipped with the knowledge, tools, and processes needed to perform effectively and align with business goals.

Key Responsibilities

1. Process Training & Enablement

• Develop, implement, and maintain standardized HR process training programs for employees and HR team members.
• Conduct regular training sessions on HR systems, tools, and policies to ensure consistency and compliance.
• Evaluate training effectiveness through feedback, performance metrics, and continuous improvement initiatives.

2. Onboarding Experience Management

• Own the end-to-end onboarding curriculum—from the program design, pre-boarding setup to first-year engagement milestones.
• Collaborate with hiring managers and project leads to ensure new hires integrate smoothly into project teams and company culture.
• Continuously refine onboarding programs based on feedback, time-to-productivity, and retention data.

3. Training & Development (Strategy and Delivery)

• Develop and implement organization-wide learning and development (L&D) strategies aligned with talent development goals.
• Facilitate both in-person and virtual training sessions using modern learning methodologies and digital tools.
• Collaborate with leadership to identify skill gaps and deliver targeted development programs.

4. Performance Management

• Support the rollout and execution of performance management frameworks for employees in their first year.
• Coach managers and employees on goal-setting, feedback, and performance discussions.
• Track progress and provide insights to improve the effectiveness of early-stage performance management processes.

5. Engagement & Retention

• Partner with HR leadership and People & Culture Team to design and execute employee engagement programs, surveys, and recognition initiatives.
• Analyze engagement data to identify trends and recommend retention strategies.
• Support the creation of a culture of learning, collaboration, and continuous improvement.

6. HR Process Optimization & Digitization

• Lead initiatives to streamline and digitize HR processes for efficiency and scalability.
• Partner with MIS and Implementation teams to implement HR technology solutions (LMS, HRIS, onboarding tools, etc.).
• Maintain documentation and process maps for continuous process improvement.

7. Learning & Development Integration within HR

• Champion a learning mindset across all HR functions.
• Collaborate with managers and HR members to integrate L&D strategies into broader HR initiatives.
• Measure and report on training impact and ROI to HR leadership.

Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• Additional certification in HR, L&D, or digital learning (e.g., SHRM, CIPD, ATD, LinkedIn Learning credentials) preferred.

Experience:

2–5 years of experience in HR, Training, or Organizational Development roles.

• Proven experience designing and implementing onboarding and training programs.
• Strong exposure to HR systems, process improvement, and digital transformation within HR.

Skills & Competencies:

• Strong facilitation and presentation skills with a tech-savvy mindset.
• Excellent interpersonal communication and stakeholder management skills.
• Analytical and data-driven approach to training and performance measurement.
• Experience with digital learning tools (LMS, e-learning authoring software, AI-based learning platforms)
• Ability to thrive in a fast-paced, high-growth consulting environment.