Assistant HR Manager

Job Summary

The Assistant HR Manager ensures recruitment delivery, team performance, and HR service standards are met without requiring day to day direction, and acts as the primary point of escalation and continuity for the HR Director’s portfolio. Administrative and Facilities functions are outside the scope of this role.

Key Responsibilities:

1. Recruitment and Talent Acquisition (Full Ownership)

• Own the end to end recruitment lifecycle for all corporate and technical roles, including software engineers, data scientists, IT professionals, and other specialized positions.
• Develop and execute sourcing strategies across job boards, niche platforms, professional networks, employee referrals, and passive candidate channels such as LinkedIn and Boolean search.
• Conduct or oversee screening, technical assessments, and in depth interviews to evaluate candidate fit.
• Partner directly with hiring managers and technical leads to translate staffing needs into actionable, time bound recruitment plans.
• Build and maintain a healthy, ready to deploy talent pipeline for current and anticipated openings.
• Guarantee candidate feedback turnaround within 1 week of application submission.
• Track and report recruitment metrics, including time to fill, source effectiveness, candidate quality, and diversity, and convert data into process improvements.
• Manage external recruitment consultants and agency partnerships where used.
• Lead employer branding initiatives that support candidate attraction and offer acceptance rates.

1. Team Leadership and Supervision

• Directly supervise all Human Resources staff, excluding Admin and Facilities, providing day to day direction, coaching, and performance accountability.
• Distribute workload across the HR team to ensure coverage, balance, and continuity, including during absences or peak periods.
• Conduct regular 1:1s and team check ins; identify and resolve performance or capability gaps early.
• Build bench strength within the team to reduce single person dependency risk.
• Act as first line decision maker for HR team operational issues, escalating only what genuinely requires the HR Director’s input.

1. HR Operations Oversight

• Oversee the team’s delivery of Compensation and Benefits, statutory compliance, onboarding, and employee relations functions, ensuring SLAs and accuracy standards are met.
• Review and quality check outputs from the team, including contracts, government filings, and benefits processing, before they reach the HR Director or leadership.
• Ensure HR documentation, employee records, and compliance files are accurate, complete, and audit ready at all times.
• Step in to directly handle HR operations matters when needed to protect turnaround time or accuracy.

1. Strategic and Deputy Functions

• Serve as the HR Director’s deputy, with authority to act on the HR Director’s behalf on recruitment and HR team matters during absences.
• Provide the HR Director with consolidated, decision ready updates rather than raw status reports; flag risks, recommend actions, and own follow through.
• Support workforce planning by translating business growth plans into headcount and recruitment forecasts.
• Contribute to HR policy development and process improvement initiatives, with a bias toward scalable, systemized solutions over manual workarounds.
• Undertake additional responsibilities as required by business needs.

Key Competencies:

• Proven track record in technical and corporate recruitment, with deep familiarity with technical roles, skills, and evaluation methods.
• Demonstrated people management experience; able to lead, develop, and hold a team accountable without close supervision.
• Strong operational HR grounding across compensation and benefits, statutory compliance, and employee relations, sufficient to review and quality control team output.
• Sharp prioritization skills; able to run multiple open requisitions and team priorities simultaneously without dropping deadlines.
• Confident, clear communicator able to engage hiring managers, leadership, and candidates with equal credibility.
• Sound judgment on when to decide independently versus when to escalate.
• Comfortable working in a fast paced, CEO driven environment with high accountability and limited hand holding.

Qualifications:

• Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field.
• Minimum of 5 years HR experience, with at least 2 years in a recruitment or talent acquisition leadership capacity and demonstrated supervisory experience.
• Strong working knowledge of full cycle recruitment for both corporate and technical roles.
• Working familiarity with HR operations, including compensation and benefits, statutory compliance, and employee relations, sufficient to manage and quality check a team delivering these functions.
• Proficiency in Microsoft Office Suite; HRIS or payroll system exposure, such as Sprout, is an advantage.

Working Conditions: This position requires full time onsite presence.