Human Resource Administrator

KEY DUTIES & RESPONSIBILITIES

       As determined by the line management:

• Recruitment and Onboarding: He/she oversees the entire recruitment process, from posting job adverts, resume screening, conducting/coordinating interviews, carrying out reference checks, to extending job offers and managing the onboarding process (including orientation, training, and initial performance evaluations) for new employees.  
• Employee Relations: He/she addresses employee concerns, resolves conflicts, and manages disciplinary actions. 
• Compliance: He/she ensures adherence to the organization`s regulations, internal policies, as well as the governing employment laws. 
• Policy Implementation: He/she participates in developing, implementing, and updating HR policies and procedures. 
• Performance Management: He/she participates in conducting performance appraisals, providing feedback, and supporting performance improvement plans. As directed by the line manager, he/she handles disciplinary investigations and grievances.
• Training and Development: He/she participates in coordinating employee training programs and facilitating professional development. 
• Benefits Administration: He/she participates in managing employee benefits programs, such as – but not limited to – health/social insurance. He/she supports staff members by providing official employment documents required by third parties e.g. banks and other financial institutions after securing the approval of the line manager.
• Personnel Records Management: He/she maintains accurate and up-to-date employee records. He/she tracks and maintains a leave database for staff, and this includes time taken off or any other holiday.
• Employee Engagement: He/she contributes to initiatives that promote employee satisfaction and retention. 
• Payroll Management: He/she prepares monthly HR data relating to payroll processing and shares with the finance team. He/she records new hires, terminations, changes in job classifications, salary increases/deductions, and other adjustments.
• Employee Exit Management: He/she oversees the resigning employee`s exit process, and ensures that exiting employee has handed over all organization`s assets/property. As directed by the line management, he/she communicates to staff regarding existing employee.
• Extra Tasks: He/she undertakes any other duties as requested commensurate with the role (role relativity is decided by, and at the discretion of, the line manager).