Posting Description:
Job Code- 11988
Job Title- APAC Workforce Admin Lead
Solution Line- Global Support Services, People Organisation
Position type- Full Time
Work Location- Gurgaon/Bangalore
Working style- Hybrid
GCF Level- M40
Shift Time- 8AM to 5 PM IST
People Manager role: Yes
Required education and certifications critical for the role-
Bachelor’s degree or equivalent work experience required
PHR Certification or equivalent desired
Required years of experience –
10+ years of relevant experience in a similar role.
AON IS IN THE BUSINESS OF BETTER DECISIONS
At Aon, we shape decisions for the better to protect and enrich the lives of people around the world.
As an organization, we are committed as one firm to our purpose, united through trust as one inclusive, diverse team and we are passionate about helping our colleagues and clients succeed.
INFORMATION ABOUT THE BUSINESS
Aon is a leading global professional services firm providing a broad range of risk, retirement, and health solutions. Our colleagues provide clients in over 120 countries and sovereignties with advice and solutions that give them the clarity and confidence to make better decisions to protect and grow their business.
GENERAL DESCRIPTION OF ROLE:
The People Operations function delivers the operational, administrative, and transactional services that enable the People Organization to focus on strategy, advisory, governance, and risk management.
Within People Operations, regional teams provide end‑to‑end operational support across the employee lifecycle, which may include, but is not limited to:
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Benefits and rewards operations
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Workforce data and administration
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HR knowledge management and colleague‑facing support (e.g., HR portals, FAQs)
The Regional Workforce Admin Lead leads these regional operational teams and will report into the People Operations Leader and partners closely with regional People Organization leaders and specialist teams (e.g., Benefits, People Matters, Talent, Total Rewards). The Regional Workforce Admin Lead is responsible for overseeing and continuously improving regional HR operations across the full employee lifecycle. This role leads teams that perform operational and administrative work to support the Colleague experience, ensuring services are delivered accurately, efficiently, and in line with defined Service Level Agreements (SLAs) and Standard Operating Procedures (SOPs). While the People Organization owns program, policy, and advisory responsibilities, this role ensures that the underlying operations, processes, systems, and data that support those activities are efficient, consistent, accurate, and well‑coordinated.
JOB RESPONSIBILITIES:
The colleague is responsible for:
- The Regional Workforce Admin Lead will have a variety of interactions with People Operations, the People Organization, managers, colleagues, and external providers, including:
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Team Leadership & People Management:
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Directly manage and develop a team, delivering HR operational services across the employee lifecycle
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Plan and manage team capacity, work allocation, and coverage across multiple processes and queues, ensuring support for peak periods, regional time zones, and urgent or sensitive matters
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Build a high‑performing, service‑oriented culture focused on accuracy, accountability, and continuous improvement
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Set clear objectives, priorities, and development plans for team members in line with regional and global People Operations strategies
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HR/People Operations Across Employee Lifecycle:
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Oversee delivery of end‑to‑end HR operational processes, such as hiring, job and data changes, benefits and rewards administration, employee relations operations support, and exits/retirements, as applicable in the region
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Ensure operational processes are aligned to People Organization policies, local legal/regulatory requirements, and global People Operations standards
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Support cyclical HR activities (e.g., performance and compensation cycles, benefits renewals and enrollment, engagement initiatives) from an operational execution and readiness perspective
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Ensure that new or evolving HR services can be successfully transitioned into regional People Operations, including defining scope, processes, controls, knowledge content, and success measures
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Promote a consistent experience for colleagues and managers across all lifecycle touchpoints and channels
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Operational Excellence & Knowledge Management:
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Design, implement, and maintain KPIs, SLAs, and operating standards that define expectations for quality, timeliness, and colleague experience
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Own and continuously improve SOPs, process maps, and work instructions for regional HR operations, ensuring documentation is accurate, accessible, and regularly reviewed
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Oversee HR operational knowledge bases and colleague‑facing content (e.g., HR portal, FAQs, standard communications) in partnership with the People Organization, ensuring content is current, clear, and operationally feasible
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Monitor performance against KPIs/SLAs; identify trends, root causes, and areas for improvement; and lead remediation and enhancement plans
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Partner with HR Technology, Data & Analytics, and global People Operations to standardize processes and leverage tools, digitization, and automation where possible
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Governance, Risk, and Third-Party Management:
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Establish and facilitate regular governance forums with People Organization counterparts, People Partners, and other stakeholders to:
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Review operational KPIs, SLAs, and service metrics
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Discuss trends, risks, and colleague experience feedback
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Agree on priorities and roadmap of continuous improvement initiatives
- Ensure appropriate controls, documentation, and audit trails are in place to manage operational risk and support compliance, privacy, and regulatory requirements across HR operations
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Coordinate with Internal Audit, Compliance, and other control functions as needed to prepare for and respond to audits and reviews
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Oversee relationships with third‑party providers supporting People operations in the region, working with Procurement and the People Organization to monitor performance, conduct regular service reviews, resolve escalations, and assess opportunities for improvement or change
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Stakeholder Management & Collaboration:
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Act as the primary People Operations point of contact for regional HR partners, clearly communicating process expectations, timelines, and operational impacts
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Build strong partnerships with People Organization leaders and specialist teams (e.g., Benefits, People Matters, Talent, Total Rewards), People Partners, Employment Law, Compliance, Finance, Payroll, and other key stakeholders
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Represent the regional operational perspective in HR program and policy design discussions, ensuring operational feasibility, scalability, controls, and colleague experience are considered
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Capture and share regional feedback and insights, including operational data and colleague experience themes, to inform global and regional People strategies and decision‑making
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Continuous Improvement, Change Management, and Service Delivery:
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Identify and implement processes, technologies, and organizational improvements that enhance service quality, efficiency, and colleague satisfaction
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Lead or support transition and change activities when new work, new processes, or new tools are introduced into People Operations (including operational readiness planning, UAT, training, and cutover support)
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Encourage a culture where colleagues challenge the status quo, propose ideas, and use data and feedback to drive improvements
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Oversee service recovery for escalated issues or service failures, ensuring root causes are addressed and learnings are embedded into processes and controls
SKILLS/COMPETENCIES REQUIRED :
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Varied experience in HR operations/People Operations or a related shared services environment, preferably with regional or multi country scope
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Demonstrated experience leading operational teams across multiple HR process areas and through periods of change or growth
- Proven ability to design and manage SLAs, KPIs, and SOPs, and to use data and metrics to drive performance and decision making
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Experience working with HR systems, case management, and workflow tools, and comfort with introducing and embedding new technologies and processes.
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Strong people leadership skills, including coaching, performance management, and building high performing teams.
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Excellent stakeholder management and communication skills, with the ability to influence and collaborate across geographies, cultures, and functions.
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Strong process and continuous improvement mindset, with a track record of simplifying, standardizing, and automating processes.
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High level of attention to detail, data accuracy, and governance, with the ability to manage confidential and sensitive information appropriately.
HOW WE SUPPORT OUR COLLEAGUES
In addition to our comprehensive benefits package, we are proud to be an equal opportunity workforce. At Aon, we believe a diverse workforce is an innovative workforce. Our agile, inclusive environment allows colleagues to manage their wellbeing and work/life balance while empowering you to be your authentic self.
Furthermore, all colleagues enjoy two “Global Wellbeing Days” each year, encouraging them to take time to focus on themselves. We offer a variety of workstyle options through our Smart Working model, but we also recognize that flexibility goes beyond just the place of work... and we are all for it!
Our continuous learning culture inspires and equips colleagues to learn, share and grow, helping them achieve their fullest potential. As a result, Aon colleagues are more connected, more relevant, and more valued.
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