HR Admin Executive

The HR Admin is responsible for managing the employee life cycle, supporting policy implementation, and fostering a culture that reflects the organization’s values. This role encompasses talent acquisition, onboarding, training, employee relations, and compliance. The HR Admin should be a proactive, approachable, and committed professional with the ability to drive a people-first approach while ensuring efficient HR operations.   1. Job Title & Role Definition Job Title: HR Admin Role Summary: The HR Admin will recruit, support, and develop talent, while overseeing administrative tasks, employee records, and HR procedures. Key responsibilities include: ✅ Supporting the implementation of HR policies and systems. ✅ Managing job postings, recruitment processes, and candidate evaluation. ✅ Handling onboarding, training, and development initiatives. ✅ Maintaining accurate employee records and documentation. ✅ Providing guidance on performance, discipline, and HR procedures. The HR Admin will contribute significantly to making the company a better place to work by cultivating a supportive and compliant work environment.   2. Key Responsibilities (KRAs) A. HR Systems & Policy Implementation Support the design and rollout of HR policies and employee handbooks. Assist in streamlining internal HR processes and workflows. Ensure adherence to legal and policy standards in all HR practices. B. Talent Acquisition & Recruitment Draft and publish job descriptions and advertisements. Screen resumes, conduct interviews, and coordinate with hiring managers. Ensure a smooth and professional hiring experience for all candidates. C. Onboarding & Orientation Develop structured onboarding plans and welcome kits. Facilitate new hire orientation sessions and documentation. Ensure timely setup of employee tools, access, and accounts. D. Training & Development Identify training needs in consultation with department heads. Coordinate training sessions and maintain training records. Support employee growth and skill development. E. Performance Management Assist in periodic performance reviews. Document performance issues and maintain appraisal records. Support managers in addressing performance-related concerns. F. Employee Relations & Support Offer guidance on HR policies and disciplinary matters. Support conflict resolution and grievance handling. Serve as a confidential point of contact for employees. G. Administrative & Records Management Maintain accurate employee records (attendance, leaves, EEO data, etc.). Ensure compliance with statutory requirements and audits. Manage HR documentation and filing systems.   3. Key Performance Indicators (KPIs) A. Recruitment Efficiency ✅ Time-to-fill for open positions. ✅ Percentage of successful hires retained post-probation. ✅ Hiring process timeline and candidate feedback. B. Onboarding & Training ✅ Completion rate of onboarding tasks within 7 days of joining. ✅ Number of training sessions conducted/organized quarterly. ✅ Employee satisfaction with onboarding experience. C. Policy Implementation & Compliance ✅ Up-to-date HR policies and employee handbook. ✅ Zero non-compliance issues during audits. D. Employee Support & Engagement ✅ Response time for resolving employee queries. ✅ Number of resolved grievances. ✅ Improvement in employee engagement scores. E. Documentation & Accuracy ✅ 100% accuracy in employee records. ✅ Timely updating of attendance and leave records.   4. Execution Strategy & Best Practices A. Recruitment & Onboarding Maintain an active pipeline of qualified candidates. Standardize interview and selection criteria. Use digital tools for applicant tracking and onboarding tasks. B. Employee Records & Documentation Keep files updated regularly in line with data protection regulations. Maintain digital backups of all critical records. C. Training & Development Encourage continuous learning through internal or external programs. Measure training effectiveness via feedback forms and assessments. D. Communication & Employee Support Be accessible and approachable for employee concerns. Provide clear documentation and guidance on policies.   5. Performance Review & Continuous Improvement Conduct a quarterly performance review that includes: ✔ Recruitment & onboarding metrics. ✔ Policy implementation updates. ✔ Employee feedback and issue tracking. ✔ Training effectiveness and participation. ✔ Suggestions for HR process improvements.     6. Required Skills & Competencies Must-Have Skills: ✅ Strong understanding of HR functions and best practices. ✅ Excellent organizational and time-management skills. ✅ Proficiency with HRIS systems and MS Office tools. ✅ Clear, professional communication and interpersonal skills. Preferred Experience: ⭐ Experience in recruitment and employee relations. ⭐ Familiarity with labor laws and HR compliance. ⭐ Prior experience in a similar HR role.