Senior Associate, People and Culture

Key Responsibilities 

Talent Management: 

• Design and implement a talent development approach that strengthens leadership capability and builds a healthy pipeline across levels and functions, aligned to Pharo’s growth plans. 
• ​Lead the development and coordination of leadership programmes partnering with internal stakeholders and external providers as needed. 
• ​​Support succession planning efforts by working with the Senior Leadership Team (SLT) and country teams to identify critical roles, talent risks, and development actions; maintain basic succession data and follow-up rhythms. 
• ​Lead end-to-end recruitment for designated roles across Pharo entities and geographies, ensuring timely and high-quality hiring decisions aligned with business needs. 
• ​​Anticipate hiring needs and work with the SLT to build hiring plans. 
• ​​Further craft the organisation’s employer brand and value proposition for candidates and create content and/or events to position us as an employer of choice. 
• ​​Strategically source potential hires from different backgrounds, helping Pharo build a diverse, competitive team across all its offices. 
• Identify, lead, implement & manage optimal learning & development solutions for Pharo’s internal & external learning programs. 
• ​Build and manage an annual training calendar that reflects organisational priorities, country needs, and delivery capacity, ensuring timely communication and coordinated execution. 
• ​Support training budget planning and management (forecasting, tracking spends, vendor support where applicable) and improve cost-effectiveness over time. 

 Performance Management: 

• Support the design, implementation, and continuous improvement of Pharo’s performance management approach across countries, ensuring it is clear, fair, and consistently applied. 
• ​Coordinate performance cycles end-to-end, including timelines, guidance materials, manager communications, and completion tracking. 
• ​Build manager capability on performance practices (setting measurable goals, coaching for performance, feedback conversations), in partnership with the Global Director, People and Culture and relevant stakeholders. 
• ​​​Partner with stakeholders to link performance management outputs to development actions (training, coaching, mentorship, succession planning, and career progression), ensuring follow-through on agreed plans. 

Employee Experience and Culture: 

• Partner with People and Culture colleagues and leaders to strengthen the end-to-end employee experience, using data and feedback to identify friction points and implement improvements. 
• ​Support culture-building initiatives across geographies that reinforce Pharo’s mission and ways of working. 
• ​Own and continuously improve a consistent onboarding approach across countries. 
• Coordinate onboarding logistics with country People and Culture teams and hiring managers (contracts readiness, systems access, induction plans, compliance documentation). 
• Implement structured feedback loops (new hire and manager) and translate insights into onboarding experience improvements. 

Policy Compliance and HR Governance 

• Support the development, rollout, and understanding of core HR policies and People and Culture ways of working across countries, ensuring staff and managers can apply policies consistently. 
• ​Provide practical guidance to stakeholders on policy interpretation and process adherence, escalating complex matters to the Global Director, P&C as needed. 
• Coordinate periodic HR audits and compliance checks (e.g., completeness of personnel files, onboarding documentation, contract and policy sign-offs, statutory documentation tracking where applicable). 
• ​Document findings, agree corrective actions with relevant owners, and follow through to closure while maintaining strong records and audit trails. 
• ​Establish simple audit-ready routines (checklists, calendars, templates) that can be used consistently across countries. 

HR Operational Excellence: 

• Improve and standardize core People and Culture processes (templates, SOPs, service levels, workflows) across countries, with a focus on efficiency, consistency, and staff experience. 
• ​Maintain high-quality People and Culture documentation and data hygiene, ensuring records are complete, secure, and easy to retrieve when needed. 
• ​Use metrics and stakeholder feedback to identify bottlenecks and propose practical improvements to tools, processes, and coordination rhythms. 

HR Systems Management: 

• Support effective use and continuous improvement of people systems used. 
• ​​​Provide support to People and Culture leaders and teams for adequate use of the HR systems. 

Qualifications & Experience 

• A Bachelor’s Degree in Human Resources or advanced training in complementary fields like learning and development, organizational management, psychology, or sociology. 
• At least seven (7) years of experience in HR, learning and development, organizational psychology, or a related domain.