WHAT DOES AN ASSISTANT HR MANAGER DO?

Updated: Oct 03, 2025 - The Assistant Human Resources (HR) Manager ensures regulatory compliance through the continual update of HR policies, guidelines, and employee handbooks, while also serving as the Safe Management Officer to uphold workplace safety standards. This role leads internal and external audits, manages HR budgeting, monitors expenses, and provides timely financial reporting to maintain operational effectiveness. The manager further supports strategic HR initiatives by overseeing data analytics that inform workforce planning and enterprise risk management.

A Review of Professional Skills and Functions for Assistant Human Resources Manager

1. Assistant HR Manager Duties

  • Employee Orientation: Conducting employee orientation and facilitating newcomers' joining formalities
  • Performance Management: Provides day-to-day performance management guidance to line management (i.e., coaching, counselling, career development, etc.)
  • Turnover Analysis: Closely work with management and employees to understand potential turnover issues and trends
  • Retention Strategy: Provide advice and support on both proactive and preventive measures for employee retention and engagement
  • HR Documentation: Preparing all relevant HR letters/documents/certificates as per the requirements of employees in consultation with the management
  • Manpower Planning: Work closely with the business head to conduct manpower planning, identify and document people requirements
  • Candidate Sourcing: Actively build a candidate pipeline using various channels
  • Recruitment Cycle: Manage the whole recruitment cycle from sourcing, shortlisting and interviewing candidates to offering
  • Recruitment Tracking: Tracking and reporting monthly recruitment status
  • Database Management: Regularly updating the headcount management system and personal database
  • Appraisal Reporting: Manage the appraisal system and prepare a monthly HR report

2. Assistant HR Manager Details

  • HR Operations: Managing and overseeing daily operations of the Concept such as payroll, leave management and benefits administration
  • Full Recruitment: Managing the end-to-end recruitment process
  • Employee Queries: Resolving day-to-day operational queries from the employees and directing the same to shared services
  • Attendance Coordination: Coordinate the submission of monthly time and attendance records for office employees
  • Employee Engagement: Manage employee recognition, reward and engagement activities by company policies
  • Payroll Updates: Managing payroll additions and deductions in coordination with the payroll team
  • Exit Process: Administer the exit process for all voluntary and involuntary exits, including conducting exit interviews
  • Employee Feedback: Receive employee complaints, suggestions and queries and make sure they have been handled appropriately
  • New Hire Onboarding: Assist with the onboarding process of new joiners including training with other departments, arranging access, preparing documents and devices
  • Employee Database: Maintain an up-to-date computerized database of all employees
  • MIS Reporting: Prepare monthly MIS and dashboards
  • HR Reporting: Assist the Human Resources Leader in the preparation of periodic reports
  • Department Coordination: Coordinate with all departments about Human Resources-related activities
  • Engagement Planning: Assist in planning, organizing, and implementing various engagement activities
  • Birthday Preparation: Responsible for the monthly preparation of birthday cards and birthday posters
  • Policy Compliance: Ensure HR Processes, Policies and Systems are followed in any activity carried out
  • Performance Cycle: Handling the performance management cycle process from start to end and monitoring the timely and accurate completion of the appraisals

3. Assistant HR Manager Responsibilities

  • HR Functions: Responsible for the full spectrum of HR functions and ensuring that HR processes are aligned with HR global standards
  • HR Strategy: Implement HR strategies/initiatives to achieve business goals
  • Stakeholder Advocacy: Executing HR strategies and advocating to stakeholders
  • Employer Branding: Work closely with talent acquisition in recruitment, organising career talks/fairs to promote employer branding
  • Employee Onboarding: Facilitate onboarding and blending in programmes for new employees
  • Orientation Experience: Provide an enriching orientation experience for corporate office stakeholders
  • Mentor Programme: Implement a coaching/mentor-mentee programme/buddy system
  • Talent Management: Work with the line manager in identifying talents for critical positions and talent management initiatives, including building competencies in promoting career development opportunities and growth as part of succession planning
  • Compensation Design: Work with the line manager to design the compensation/benefits/rewards administration framework
  • HR Operations: Oversee end-to-end HR operations which include processing payroll, ensuring proper HR payroll audit standards, expats' visa application/renewal, Long Service Award Programme, Performance Management, People Engagement and sound HR advisory within the department
  • HR Projects: Work closely with the Line Manager in supporting HR Strategic Modernization and SEA HR Transformation Projects (ad-hoc)
  • License Management: Registering, managing applications and renewing all HR related software licenses, work permits, visa, group insurance, and related government agencies
  • Regulation Liaison: Liaising with government departments about new laws that affect the payroll for the responsible country
  • Payroll Vendor: Liaising with the payroll vendor or the person in charge, if there are any issues about the payroll activities
  • Staff Discipline: Attend to all HR matters in the store including staff disciplinary and counselling matters
  • Exit Interviews: Conduct an exit interview and analyse the turnover rate in the store
  • Performance Review: Support annual HR processes such as people review/ performance appraisals for the responsible country
  • Rewards Coordination: Follow through on all administrative matters and partner with the rewards team
  • HR Administration: Managing HR administration for all employees in the responsible country

4. Assistant HR Manager Job Summary

  • Recruitment Support: Assist the Head (Human Resource) in managing recruitment and selection as well as internship programs to meet the organization’s manpower needs
  • Event Coordination: Assist in the planning and coordination of company events and manage the employee welfare and wellness program
  • Payroll Execution: Primary contact for payroll execution and foreign manpower administration
  • Legal Compliance: Assist in ensuring that the organization remains compliant with all legislative and regulatory laws
  • HR Framework: Support in building a relevant HR framework and policies for the organization
  • Performance Strategy: Support build-up for a strategic performance management framework, tied to organizational goals and objectives
  • Gap Analysis: Tie in the performance management system to the gap analysis and link it to the learning and development framework
  • Contract Preparation: In charge of the preparation of Letters of Offer and Employment Contracts for new joiners
  • Employee Records: Maintain a master list of all employees
  • File Maintenance: Maintain personnel-related files and records such as P-files and timesheets
  • Onboarding Support: Assist in the onboarding of new hires and off-boarding/ clearance for resignees, including conducting exit interviews

5. Assistant HR Manager Accountabilities

  • HR Management: Assist in managing the full spectrum of HR functions
  • Record Handling: Manage and handle employees’ records in the iHRM System
  • Payroll Processing: Timely and accurate monthly payroll processing
  • Work Passes: Responsible for work pass administration
  • Training Coordination: Assist in administering training-related matters including coordination and enrolment of internal and external courses, updating and maintaining training records
  • Claims Submission: Ensure timely and accurate submissions in all government and related claims
  • HR Inquiries: Handle all employee inquiries on HR-related matters
  • Document Management: Responsible for the timely, accurate and efficient preparation and management of documents
  • Ad-hoc Projects: Undertake any ad-hoc projects assigned by the superior/management team from time to time

6. Assistant HR Manager Functions

  • Process Improvement: Review and refine existing local HR processes and structure, initiating improvements/simplifications accordingly
  • Learning Support: Support and implement the agreed competence development and learning initiatives
  • Recruitment Assistance: Support managers with recruitment
  • Process Implementation: Ensure HR processes are implemented and followed locally
  • Payroll Oversight: Manage the payroll vendor and ensure timeliness on the monthly pay cycles
  • Compliance Advisory: Be the local advisor on HR Operational issues, ensuring compliance with local labor rules and regulations (e.g., giving professional advice in payroll, employee handbook update, tax, and social security-related subjects)
  • Data Accuracy: Responsible for 100% data accuracy in the system
  • HR Initiatives: Contribute to any HR initiatives to ensure success in the country as part of the management team
  • Service Delivery: Provide high-quality service to employees and managers
  • Department Oversight: Overseeing the HR department

7. Assistant HR Manager Job Description

  • Recruitment Coordination: Oversee/coordinate recruiting, staffing, interviewing, testing and assisting with selection of exempt and non-exempt positions
  • Market Collaboration: Partner with Leaders and Area Recruiters to concentrate recruiting efforts in markets
  • Event Partnership: Partner with Talent Acquisition to coordinate and/or participate in recruiting events for positions and assessments
  • Turnover Monitoring: Monitor and analyze regional turnover and work with business partners to maintain quality Team Members
  • Process Compliance: Ensure implementation and compliance of all selection processes for all positions
  • Posting Coordination: Work with Area Recruiters to facilitate position requisitions and job posting processes for all field-level positions
  • Relocation Support: Facilitate the regional relocation program
  • Onboarding Management: Monitor and coordinate onboarding processes
  • Training Strategy: Assess regional needs and partner with the OD/Training Department to develop and implement consistent strategies relating to management-level development
  • Performance Support: Support the performance management process to ensure continuous improvement and the implementation of best practices
  • Training Assessment: Assess training needs and make recommendations to the OD/Training Department
  • Workplace Inclusion: Ensure inclusion and an open/equitable work environment for all Team Members related to programs, policies and procedures

8. Assistant HR Manager Overview

  • Diversity Staffing: Actively promote diversity in staffing
  • Employee Relations: Oversee Team Member relations issues and investigations, including corrective action, performance management and succession planning
  • Case Investigation: Oversee the investigation of unfair treatment/discrimination charges, harassment complaints, wrongful terminations, wage/hour issues and other potential legal matters
  • Data Analysis: Monitor and analyze Team Member retention and other HR metrics and develop appropriate action plans to address identified needs
  • Team Engagement: Assist the regional team in creating and implementing action plans that improve Team Member engagement
  • Goal Setting: Advise business partners on goal setting and the performance review process, providing instruction on timelines and processes
  • Performance Coaching: Guide regional leaders on performance evaluations and effective communication/coaching to Team Members
  • Talent Review: Manage talent review process and implement measures such as IDPs and PIPs with line management to move the talent base forward
  • Policy Development: Partner in the development and implementation of HR policies and procedures, including the creation and delivery of training/communication programs
  • Manual Updates: Assist in the coordination of updates to the handbook, procedures manual and SOPs
  • Org Design: Partner with regional leaders to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities
  • Change Leadership: Lead change management initiatives by creating awareness, understanding, buy-in and ownership for change
  • Policy Compliance: Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and orientation materials
  • Legal Compliance: Ensure compliance with all federal, state, and local laws, as well as all Company policies and procedures

9. Assistant HR Manager Details and Accountabilities

  • Information Delivery: Provide information to business partners in a timely and effective manner
  • System Reporting: Utilize advanced systems to ensure effective and appropriate reports are available to analyze business needs and act proactively to effect change
  • Meeting Participation: Participate in regional meetings and other communication meetings
  • Issue Reporting: Regularly report Team Member relations issues/activities to the Human Resource Manager and regional leaders
  • Morale Monitoring: Keep Human Resource Manager and regional leaders apprised of relevant Team Member communications/morale issues, trends, needs and/or developments
  • Benefits Advisory: Act as a resource to business partners regarding compensation and benefit issues
  • Compensation Coaching: Coach management on salary, bonus, merit and reward recommendations and staffing changes
  • Recognition Strategy: Work with regional leaders and the support team to identify effective ways to recognize Team Members
  • Engagement Planning: Design strategies to improve overall morale and engagement while measuring and assessing progress
  • Location Visits: Visit locations regularly to stay current on Team Member issues, success of initiatives, and to keep familiar with Operational processes and procedures

10. Assistant HR Manager Tasks

  • Risk Management: Support HR Head in Enterprise Risk Management
  • Policy Compliance: Manage and update HR Guidelines and Employee Handbook to ensure compliance with regulatory requirements
  • Regulatory Monitoring: Keep abreast of regulatory changes and implications on EZL
  • Safety Oversight: Be the EZL Safe Management Officer to provide a safe work environment by government advisories
  • Audit Coordination: Manage internal and external audits and regulatory surveys
  • Budget Planning: Lead and manage HR Budgeting
  • Work Scheduling: Develop an internal work plan to ensure deliverables and timelines are met
  • Cost Control: Manage expenses within budget
  • Financial Reporting: Provide timely reporting to Finance
  • Audit Management: Manage and coordinate internal/external Audits
  • Data Analysis: Lead and manage HR Data Analytics
  • Strategic Insights: Review and recommend data analytics that support HR strategic and programme planning