Human Resources Assistant Manager

This position supports the execution and operation of HR programs and processes across recruitment, performance management, learning and development, compensation, employee relations, and HR operations. This role ensures effective implementation of HR policies and initiatives, maintains data accuracy, and provides day-to-day support to employees and managers while aligning with established HR frameworks and governance.

Talent Acquisition & Deployment

• Execute recruitment activities for approved open positions, including job postings, screening, interviews, offers, onboarding, and probation management.
• Support internship and graduate programs as part of talent development and corporate contribution initiatives.
• Maintain and update job descriptions to support recruitment, evaluation, and placement processes.
• Support job placement and role clarification for new hires and internal transfers.

Performance, Learning & Development Support

• Operate MBO and performance evaluation processes, including data collection and timeline management.
• Support continuous feedback and coaching initiatives through coordination with managers.
• Assist in implementing annual training plans, leadership programs, and career development initiatives.

Compensation, Benefits & HR Operations

• Manage payroll operations and support incentive, bonus, and benefits administration.
• Support compensation benchmarking and internal equity reviews through data preparation and analysis.
• Maintain HR records, systems, and employee data accuracy.

Employee Relations & Compliance Support

• Support handling of employee relations issues and grievances in accordance with HR policies and local regulations.
• Assist in implementation and communication of HR policies and procedures.
• Support culture initiatives, internal communications, and organizational event

• Maintain accurate records of security-related activities, including audits, incidents, and training sessions. Authority to execute HR processes and programs within established policies and guidelines.
• Coordinate with internal stakeholders and external vendors for HR operations.
• Recommend improvements to HR processes and escalate issues requiring managerial or strategic decisions.
• No final decision-making authority on HR policy or organizational design matters.