WHAT DOES A HUMAN RESOURCES EXECUTIVE DO?

Published: July 29, 2025 - The Human Resources Executive is responsible for drafting job descriptions, managing candidate sourcing, and coordinating interview and onboarding processes. This role also handles payroll administration, including data entry, wage calculation, paycheck processing, and maintaining accurate payroll records. The executive ensures timely payroll reporting, resolves related inquiries, and supports compliance with administrative and financial procedures.

A Review of Professional Skills and Functions for Human Resources Executive

1. Human Resources Executive Duties

  • Team Motivation: Motivating the team and keeping the team productive
  • Candidate Hiring: Hire and recruit new candidates for relevant openings in the company
  • Event Planning: Celebrating birthdays and small events in the company
  • Team Building: Building good relations with everyone in the team and making everyone work as a team
  • Team Supervision: Supervise the team during work hours and keep track of their performance
  • Performance Evaluation: Evaluating candidate performance regularly and awarding them for wins and correcting their mistakes with a written notice
  • Skill Training: Identifying the skill gaps and arranging proper training sessions to fill the gaps
  • Policy Creation: Creating company policies and documents as per instructions
  • Attendance Management: Managing attendance, performance, leaves and incentives of every candidate
  • Process Development: Developing and implementing the latest systems and processes into HR and other company departments as per the needs of the organization

2. Human Resources Executive Details

  • Recruitment Management: Responsible for the full recruitment life cycle including sourcing, screening, interviewing, checking references and onboarding qualified candidates based on departmental business needs
  • Record Maintenance: Monitor and upkeep of employee records to ensure all information is updated and documented
  • Document Preparation: Preparing documents about HR issues such as offer letter, performance notice, warning letters, etc
  • Payroll Assistance: Assist in the payroll process, maintain payroll records and filing
  • Employee Support: Act as the key liaison to support the employees with their inquiries related to payroll, HR policies and compensation and benefits
  • Disciplinary Action: Responsible for employees’ misconduct, investigations, disciplinary procedures and termination
  • Performance Planning: Plan and monitor monthly/quarterly/annually appraisal through the company’s performance evaluation program and implement KPI
  • Event Coordination: Propose, plan and organize company activities and events
  • Talent Retention: Drawing up initiatives/ training programs and building up a rewards system to ensure retention of the talent pool in the organization
  • Regulation Compliance: Ensure compliance with labor regulations

3. Human Resources Executive Responsibilities

  • Candidate Sourcing: Sourcing candidates through various job portals, social media channels and references
  • Interview Coordination: Scheduling interviews and conducting f2f for vacancies in the company
  • Talent Acquisition: Assisting in the talent acquisition and recruitment process of the company
  • Data Maintenance: Maintaining the candidate's data and feedback
  • Employee Orientation: Conduct initial orientation for newly hired employees
  • Record Updating: Compiling and updating employee records (hard and soft copies)
  • HR Operations: Assist with the day-to-day operations of the HR functions and duties
  • Admin Handling: Handling Admin, managing petty cash and supervising staff
  • Employee Support: Provide support to employees in various HR related topics such as leaves, compensation, etc. and resolve issues and problems

4. Human Resources Executive Job Summary

  • Time Management: Time attendance and ensure employee punctuality from the thumbprint system and Payroll administration
  • Employee Records: Ensure new joiners and resigned staff are updated in the InfoTech system
  • Onboarding Support: Facilitate in setting up of the resources for new joiners
  • Payroll Coordination: Check and maintain that the time statement is disseminated to staff/supervisors for each payroll cycle
  • Payroll Processing: Process, check and ensure monthly payroll is completed as per the timeline/cut-off
  • Leave Management: Receive and coordinate requests for leave and other absences
  • Report Preparation: Prepare monthly payroll and headcount reports
  • Compensation Review: Checking overtime claims and commission for the employees
  • Employee Support: Attend to employees' queries and provide support to the respective department on all payroll-related matters
  • Tax Handling: Handle Income Tax (IR21) submission for a resignee
  • Statutory Compliance: Handle all statutory submissions and registration for employees such as EPF, SOSCO, EIS, PSMB and PCB
  • Payment Monitoring: Ensure statutory payment is paid before the 15th of the month
  • KPI Monitoring: Responsible for meeting payroll KPI
  • Employee Relations: Support as point of contact for employee issues and inquiries, including but not limited to benefits and company policies
  • Event Coordination: Organise an employee birthday celebration at the end of every month for those employees whose birthdays fall in the same month
  • Policy Documentation: Maintain and update the Employee Handbook

5. Human Resources Executive Accountabilities

  • HR Operations: Perform a full spectrum of HR functions and Admin support, including recruitment, training, work pass application, employee relations and other office administration
  • Talent Acquisition: Drive the full cycle of recruitment from sourcing, screening, assessment and interviewing, salary proposal/offer and on-boarding process
  • Hiring Strategy: Work closely with the hiring managers to understand the hiring requirements, project and build a future pipeline and source for suitable candidates through recruitment platforms
  • Candidate Engagement: Engagement with candidates to ensure the completeness of documents for onboarding activities is promptly
  • Event Coordination: Coordinate staff wellbeing activities/company events in the Company
  • Payroll Administration: Partnering with the finance and benefits team to administer payroll and benefits
  • Audit Compliance: Ensuring 100% statutory compliance of the store through attending monthly audits, follow-up on non-compliance, vendor checks, etc.
  • Notice Management: Being the custodian of all labor notices for the store and aligning with all internal and external stakeholders to ensure a timely response and closure of these notices
  • Awareness Promotion: Spreading awareness among the employees about gender sensitization
  • Data Analysis: Managing data and analysis to help stakeholders with relevant information on a need-to-know basis

6. Human Resources Executive Functions

  • Talent Sourcing: Manage the sourcing, recruitment, and selection of key roles
  • Workforce Planning: Plan workforce expansion targets in collaboration with the founder and define processes to achieve them
  • Campus Recruitment: Design, implement, and manage recruitment drives from colleges, job portals across India
  • Culture Building: Identify and drive employee engagement initiatives at Apps10X and maintain a positive work culture
  • Performance Management: Develop and implement a performance management and 360-degree feedback process for employees
  • Employee Relations: Be the first point of contact for employees and ensure they’re satisfied with their work environment
  • HR Knowledge: Knowledge across the full range of HR disciplines such as compensation, benefits, rewards, recognition, engagement, recruiting, talent development, and operations
  • Benefits Administration: Manage payroll, employee benefits, documentation and equipment setup
  • Process Coordination: Handle the onboarding and offboarding process
  • Culture Development: Creating the beginnings of amazing cultural norms that will drive strong communication internally and cross-culturally
  • Candidate Education: Educate candidates on company culture, open opportunities, interview process and compensation philosophy
  • Hiring Experience: Manage interview and hiring processes to ensure an amazing experience for candidates
  • Conflict Resolution: Resolve sensitive people matters with the utmost integrity, discretion, and thoughtfulness

7. Human Resources Executive Job Description

  • HR Operations: Support end-to-end HR operations throughout the employee cycle from pre-employment to exit clearance including letter preparation, work pass application, renewal and cancellation and assisting in off-boarding administration
  • Policy Compliance: Support in ensuring that all HR policies and practices are in compliance and aligned with the business and statutory requirements
  • HR Advisory: Provide HR advisory and support to the business and HRBPs in HR Operations-related matters
  • Process Improvement: Support process improvement by actively sharing feedback and suggestions with the team lead and stakeholders, as well as following through with the changes until execution is completed
  • Issue Handling: Actively monitor the company's case handling system and provide appropriate assistance to employees promptly and escalate issues
  • Contract Management: Partner with HRBPs to support contract renewals approval from the right segments every month and highlight any potential issues to HRBPs as a gatekeeper of contract renewal cases
  • Employee Lifecycle: Responsible for the employee lifecycle such as onboarding
  • Transaction Processing: Employment movement and exit transaction processing using both SAP and Workday and ensure all transactions are recorded in the respective systems on a timely basis and ensure data accuracy at all times
  • Data Reporting: Responsible for the delivery of any reporting requests made by HR Partners such as HRBPs and GHRO counterparts, for analysis
  • System Transition: Partner with the Project Lead/Project Team on the Workday transition project such as UAT (Functional/End to End Testing/Regression) and data validation
  • Audit Support: Partner and support the APAC Organization Management team on any project initiatives or audits
  • Position Auditing: Partner closely with the HRBPs and APAC Organization Management Team on the regular audit of positions maintained in the system
  • Project Participation: Support a diverse variety of HR projects or initiatives

8. Human Resources Executive Overview

  • HR Leadership: Lead all HR activities, strategies, and programs to ensure a positive culture and work environment for all associates
  • Talent Development: Develop strategies to identify key associates to develop to prepare them for growth
  • Succession Planning: Develop succession plans for all key management positions
  • Onboarding Management: Oversee all aspects of onboarding and implementing processes to ensure that all associates are guided through the process in an effective and efficient manner
  • Internship Programs: Develop and implement internship programs to source associates for the future
  • Training Oversight: Oversee all aspects of training for all associates through department heads
  • HR Advisory: Serve as counsel to associates and department heads for all HR matters including performance problems, terminations, promotions, position creation, job content, and job description development
  • Turnover Reduction: Develop strategies to reduce turnover and unemployment claims
  • Process Improvement: Oversee and lead organizational improvement strategies, as well as a continual audit of training manuals, quality checks, and labor standards
  • Employee Recognition: Oversee and enrich associate reward and recognition initiatives
  • Engagement Surveys: Oversee the implementation and evaluation of annual associate engagement surveys
  • Employee Engagement: Actively engage with all associates to support their needs and serve as a liaison with management
  • Hiring Initiatives: Lead all recruitment and hiring initiatives

9. Human Resources Executive Details and Accountabilities

  • Payroll Management: Monthly payroll management including salary, OT, allowances, CPF, IR8A / IR21 tax, statutory leave, NS-men make-up pay, maternity, paternity, child care, etc. leave claims
  • Letter Administration: Contract and employment letters administration (i.e., preparation of letter of appointment, pay review and bonus letters, contract renewals, probation period monitoring, certification letters for visa application, etc.)
  • Pass Administration: Work pass administration (i.e., application, cancellation, renewal)
  • Statutory Reporting: Statutory surveys (i.e., preparation and submission of relevant statutory and government statistics/reports)
  • Exit Processing: Administer exit process for leavers (i.e., conduct exit interviews, final pay calculation, HRIS updating)
  • Audit Support: Assist in the preparation and submission of information during audit queries
  • Employee Queries: Address employment-related queries from employees
  • Strategic Support: Assist in driving strategies and initiatives to support BUs in alignment with the Company's goals and objectives
  • HR Transformation: Support in reshaping and transforming HR according to business needs
  • Engagement Projects: Participate as an active member in employee engagement and wellness projects

10. Group Human Resources Executive Tasks

  • Material Development: Assist in developing learning materials (both instructor-led and eLearning courses) based on the identified needs from the Group and Business Lines
  • Program Management: Manage learning and development initiatives with end-to-end responsibilities
  • Vendor Selection: Source vendors and provide advice in the selection process based on certain criteria
  • Idea Execution: Generate effective marketing ideas and execute the plan to promote learning and development initiatives
  • Training Logistics: Coordinate overall training logistics arrangement, such as administering the nomination process, setting up training venues, maintaining accurate training records, etc.
  • Program Evaluation: Evaluate learning and development initiatives and provide data-driven suggestions for continuous improvement
  • Data Analysis: Handle and analyse external training applications and training records for management’s review
  • Program Delivery: Deliver learning and development programmes, such as Group Orientation Programmes and facilitate other soft skills-related training programmes
  • Report Preparation: Manage external training applications and prepare reports/analysis regularly
  • Project Support: Support in Organisational Development/Talent Management projects
  • Market Research: Research, gather, compile and provide information related to human resources development, such as market intelligence on learning and development needs, learning resources, learning investment, trainers/speakers for learning events, etc.
  • HR Planning: Assist in planning and execution of various HR activities, including but not limited to talent acquisition, recruitment and employment engagement
  • Project Participation: Participate in ad-hoc HR projects and new initiatives

11. Human Resources Executive Roles

  • Talent Coordination: Coordinate the recruitment and selection process, performing initial screening and shortlisting
  • Offer Management: Preparing job offers, draft contracts and answering recruitment-related queries
  • Employee Onboarding: Manage the onboarding process for new employees and all associated administration
  • Record Maintenance: Maintain accurate HR records and update HR administrative systems, including annual leave, training, absence management and performance feedback
  • Payroll Processing: Manage payroll reconciliation for various workgroups to ensure that all pay-related information is processed accurately and close out any payroll questions or queries
  • Manager Relations: Develop strong relationships with the management team to become a trusted advisor on all people-related topics and HR related issues
  • Training Needs: Identify training needs, in conjunction with Managers and partner with the Head of People to develop appropriate solutions
  • Program Leadership: Participate in and lead new HR initiatives and programs
  • Communication Support: Support internal communications initiatives and wider employee engagement activities
  • Policy Development: Develop policies and procedures in line with best practice and statutory requirements including Employee handbook reviews
  • Probation Monitoring: Work closely with Managers to review and monitor the employees’ probation process
  • Culture Promotion: Act as an ambassador across the organisation and lead culture award submissions such as Great Place to Work
  • Value Engagement: Lead culture initiatives that promote and recognise company values

12. Human Resources Executive Additional Details

  • Issue Discussion: Meeting with departmental representatives to discuss HR issues
  • Review Support: Assisting the Management Consultant in the HR review process
  • Recruitment Liaison: Assisting departments with their recruitment needs through liaison with consultants
  • Talent Assistance: Assist the HR consultant at every stage of the Talent Acquisition process
  • Staff Induction: Process inductions of new staff
  • Operations Support: Assist in HR operations and benefit administration
  • Policy Implementation: Assisting with the production and implementation of HR policies and procedures
  • Query Response: Responding to other ad-hoc queries from other personnel in the company
  • Talent Strategy: Collaborate with country business leaders to develop talent strategies to build organizational capabilities, expand internal bench strength, and support organizational goals
  • HR Operations: Manage regional HR Operations, including development/maintenance of compensation structure, benefits administration, and payroll support
  • Project Execution: Work on special and cross-functional projects
  • Business Partnership: Strategic business partner and trusted advisor to senior leaders, management and employees

13. Human Resources Executive Essential Functions

  • Policy Administration: Develop, review, and administer HR policies, processes, and programmes in the areas of recruitment, onboarding, learning and development, compensation and benefits, performance management, and exit management
  • System Ownership: Act as the owner and custodian of the HR system for the effective and efficient management of HR related data
  • Workforce Planning: Assist with manpower planning and budgeting, including resource planning for business continuity
  • Talent Partnership: Partner with business managers on succession planning, talent management, and development
  • Regulatory Alignment: Act as the HR subject matter expert, and support business managers to ensure that HR processes are aligned with regulatory requirements
  • Employee Engagement: Drive and execute employee engagement activities to sustain a cohesive and high-performance workforce
  • Grievance Support: Support the management with fair management of employee grievances
  • Admin Management: Responsible for the discharge of HR administrative duties, including employee data management, leave management, HR documentation, filing, etc.

14. Human Resources Executive Role Purpose

  • Recruitment Support: Assist in the end-to-end recruitment process, including sourcing of candidates, screening, interviews, offer letter generation and onboarding of new hires
  • Channel Management: Establish and maintain contacts with external recruitment sources and channels
  • Talent Pooling: Assist in establishing and cultivating talent pools for current and future openings
  • Payroll Assistance: Assist in the preparation and administration of the monthly payroll for CG
  • Report Reconciliation: Assist in preparing HR reports and reconciliation with the Finance department
  • Regulatory Compliance: Assist in ensuring that Common Ground complies with all statutory obligations (i.e, LHDN, SOCSO, HRDF)
  • Claim Processing: Assist in verifying and processing expenses and overtime claims by employees
  • Benefit Administration: Administer and assist in improving current compensation structures, medical insurance plans, employee benefits and perks
  • Employee Support: Provide support to employees in HR-related topics and queries such as leaves, benefits, HR processes and policies and other employee needs
  • Issue Escalation: Maintain effective employee communication channels within the CG network and ensure any employee issues are referred to the HR Manager or respective HODs for resolution promptly to ensure a high level of employee satisfaction and motivation
  • Workplace Culture: Initiate and promote HR programmes to create an efficient and happy workplace in Common Ground
  • Performance Monitoring: Assist in monitoring and ensuring that the company’s Employee Performance Management is conducted by the respective managers during the set periodic cycles
  • Training Assessment: Work together with HODs to assess the training and development needs of employees
  • Programme Coordination: Assist in identifying training providers and coordinating learning programmes for employees
  • Data Management: Maintain employee data and improve the automation processes in the company’s HR Management system
  • Market Research: Conduct research and information gathering on Malaysian and regional market HR news, legislation updates, and current workforce trends to maintain an internal knowledge database
  • Project Ownership: Engage and take ownership of special HR Projects for continuous improvement

15. Human Resources Executive General Responsibilities

  • Task Execution: Responsible for performing the following tasks to the highest standards
  • Project Coordination: Coordinates and implements department activities and projects
  • Clerical Support: Provides clerical and office support and assistance to department management
  • Activity Management: Coordinates projects and activities and projects
  • Office Assistance: Provides clerical and office support and assistance to department management
  • Interdepartmental Communication: Maintain communication with departments involved in the assigned project/activity
  • Mail Handling: Route incoming mail, faxes, and packages
  • Phone Assistance: Answer the telephone and assist internal and external guests with requests
  • Correspondence Writing: Writes correspondence on behalf of the department
  • Document Distribution: Makes copies, sends/distributes outgoing mail
  • Email Handling: Uses the email system to deliver and accept emails
  • Customer Greeting: Greet internal and external customers when entering the department
  • Request Fulfillment: Assist with a variety of requests
  • File Maintenance: Maintains a detailed filing system for the department
  • Supply Management: Maintain office supplies for the department
  • Safety Reporting: Report all unsafe conditions immediately
  • Meeting Attendance: Attend all mandatory meetings
  • Emergency Procedures: Follow and know emergency procedures
  • Workspace Cleanliness: Keep the work area clean and organized
  • Relationship Building: Maintain a good working relationship with other departments, employees, and guests

16. Human Resources Executive Key Accountabilities

  • Recruitment Oversight: Oversee the full recruitment process, including the raising of staff requisitions, preparation of offer letters for new staff, conducting reference checks for new hires, applications for the necessary work passes for foreign workers, etc
  • File Maintenance: Responsible for the update and maintenance of the staff personnel files
  • Employee Advocacy: Be an employee advocate and look after the welfare of the staff
  • Engagement Support: Assist in employee engagement activities and employer branding activities
  • Performance Management: Engage in performance management of staff and provide support to managerial staff in this aspect, such as staff disciplining and counselling, etc
  • Insurance Administration: Ensure that Insurance reports are submitted on time and administer Insurance claims
  • Confirmation Handling: Manage staff confirmation and administer statutory reports
  • Training Records: Administer the training database and maintain all training records
  • Document Preparation: Prepare pre-employment documents and materials
  • Property Partnership: Business partner at least 3 Ascott Singapore properties, managing all staff matters of that property and providing advice to the Property Head on Employment Legislation
  • Budget Preparation: Prepare a manpower budget for the assigned properties

17. Human Resources Executive Roles and Details

  • Hiring Support: Assist managers/supervisors with hiring processes and issues
  • File Management: Create and maintain new hire and personnel files and enter them into Human Resources Information Systems
  • Compliance Monitoring: Monitor all hiring and recruitment processes for compliance with all local laws and company policies and standards
  • Employee Orientation: Assist with the orientation of new employees
  • Record Confidentiality: Maintain confidentiality and ensure accurate maintenance of all employee records, information and files (e.g., interview documents)
  • Report Generation: Generate Human Resources data reports
  • HR Expertise: Serve as Human Resources subject matter expert and participate in project teams
  • Professional Communication: Speak to guests and co-workers using clear, appropriate and professional language
  • Discreet Discussion: Discuss work topics, activities, or problems with coworkers, supervisors, or managers discreetly and quietly, avoiding public areas of the property
  • Document Review: Prepare and review written documents (e.g., daily logs, business letters, memoranda, reports), including proofreading and editing written information to ensure accuracy and completeness
  • Information Security: Maintain confidentiality of proprietary materials and information
  • Policy Compliance: Follow company and department policies and procedures
  • Privacy Protection: Protect the privacy and security of guests and coworkers
  • Appearance Standards: Ensure uniform, name tags, and personal appearance are clean, hygienic, professional and in compliance with company policies and procedures

18. Human Resources Executive Responsibilities and Key Tasks

  • Job Preparation: Write job descriptions and prepare job offer letters
  • Platform Research: Explore various job posting platforms to attract suitable candidates
  • Candidate Database: Capture candidates' information in the computer database
  • Background Check: Perform background and reference checks on candidates
  • Interview Scheduling: Schedule interviews for HOD
  • Onboarding Support: Assist candidates with onboarding training and documents
  • Timesheet Collection: Collecting timesheet data and payroll information
  • Data Entry: Entering data into payroll and administrative databases and software programs
  • Wage Calculation: Calculating wages, benefits, tax deductions, commissions, etc
  • Payroll Processing: Preparing and processing paychecks and cash deposits
  • Record Maintenance: Maintaining accurate records of payroll documentation and transactions
  • Statement Distribution: Preparing and distributing income statements
  • Inquiry Resolution: Responding to payroll-related inquiries and resolving concerns
  • Balance Reconciliation: Performing account balance and payroll reconciliations
  • Report Preparation: Preparing periodic payroll reports for review by management

19. Human Resources Executive Duties and Roles

  • Talent Selection: Prepare job descriptions and person specifications, prepare job adverts, check application forms, shortlist, interview and select candidates
  • Lifecycle Management: Involved in the whole employee life cycle
  • HR Operations: Oversees the daily HR operations
  • Record Updating: Updating employees' records in the company’s system
  • HR Advisory: Provide advice, information and support to business managers, line managers and employees on HR policies and procedures in line with group policy and best practice
  • Attendance Monitoring: Record and monitor employees’ leaves and attendance to ensure work punctuality
  • Letter Preparation: Prepare HR letters and maintain proper filing of HR documents
  • Payroll Administration: Administering payroll and maintaining employee records
  • Payroll Preparation: Prepare monthly payroll for workers
  • Finance Coordination: Execute monthly payroll and coordinate with Finance to ensure timely and accurate remittance for employees every month
  • Job Evaluation: Evaluates jobs for developing a compensation and benefits program
  • Manpower Reporting: Submit a monthly report (manpower report) or other report related to manpower
  • Salary Review: Undertaking regular salary reviews
  • Compensation Advice: Advising on pay and other remuneration issues, including promotion and benefits
  • Training Implementation: Implementing the training and development agenda
  • Improvement Identification: Identify areas that need attention and improvement
  • Needs Analysis: Analyzing training needs in conjunction with Departmental Managers
  • Training Delivery: Planning, and sometimes delivering, training, including inductions for new staff
  • Consultant Liaison: Coordinates and liaises with external consultants on employees’ training needs and arranges training schedules for employees
  • Training Evaluation: Evaluates the effectiveness of the respective training programs by obtaining feedback from employees
  • Needs Assessment: Identify and assess training needs of staff by conferring with managers and supervisors or conducting surveys
  • Plan Facilitation: Facilitate the execution of all training plans

20. Human Resources Executive Roles and Responsibilities

  • HR Advisory: Working closely with the line managers to provide relevant advice about HR issues and provide support to various key HR initiatives
  • Lifecycle Handling: Handle the full employee lifecycle
  • Record Management: Manage and handle employees’ records in the HRIS system
  • Relations Support: Provide advice and handle all employee relations issues
  • Claim Administration: Administer and process employees’ claim submissions
  • Benefit Coordination: Handle staff welfare/employee benefits-related matters
  • Document Supervision: Supervise HR administration such as contracts, letters and personnel files
  • Recruitment Management: Managing the Recruitment requirements
  • Data Accuracy: Ensure accurate information is fed into the bespoke HR system
  • Team Relations: Assist with Team Member relations issues in the hotel in a confidential manner, including disciplinaries, grievances, and capability
  • Recruitment Compliance: Ensure the recruitment and selection process is adhered to and ensure that appropriate immigration checks are carried out
  • Goal Achievement: Help achieve departmental goals
  • Training Support: Supporting the hotel with departmental training requirements including inductions, work experience, careers fairs, and training materials
  • Review Monitoring: Ensure pay reviews/absence monitoring/wage queries are managed in line with company guidelines
  • Query Resolution: Assist and resolve team member and management queries
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