Responsibilities

1. HR Operations & Employee Administration

   1. Maintain and update accurate employee records in the HR system, ensuring all changes (joins, exits, role updates, compensation changes) are reflected correctly and on time.

   2. Support employee lifecycle processes including onboarding, confirmations, contract updates, role changes, and offboarding.

   3. Prepare and organize HR documentation such as offer letters, employment contracts, confirmation letters, warning notices, and exit paperwork under guidance.

   4. Assist in preparing HR inputs for payroll by validating attendance, leave records, and employment status changes, and coordinate with Accounting to resolve discrepancies.

   5. Follow defined HR policies and procedures, and flag gaps, inconsistencies, or risks to the HR Manager for guidance.

2. Learning, Growth & Ownership

   1. Learn SPS HR processes hands-on by working closely with senior HR leadership.

   2. Take increasing ownership of assigned HR tasks and processes as competence and confidence grow.

   3. Stay updated on basic HR practices, employment regulations, and workplace standards.

   4. Demonstrate reliability, attention to detail, and follow-through in all assigned responsibilities.

   5. Prepare onboarding materials and conduct orientation sessions.

   6. Coordinate training sessions and track employee participation.

   7. Support in administring the learning records for employees, learning materials and trainers records in the Learning Management System (LMS).

3. Cross-Functional & Global Coordination

   1. Work closely with the SPS HR management and other SPS stakeholders as directed.

   2. Coordinate HR activities with global teams, including US-based stakeholders, with professionalism and cultural awareness.

   3. Participate in meetings aligned with US time zones when required and ensure follow-ups are tracked and closed.

4. Systems, Data & Process Discipline

   1. Maintain the HR module of the Business Management System by ensuring timely data entry and accuracy.

   2. Regularly review HR data to identify missing, outdated, or inconsistent information.

   3. Support process improvements by identifying recurring issues and suggesting practical fixes.

   4. Maintain confidentiality and data security at all times.

5. Benefits, Engagement & Training Support

   1. Assist with administration of employee benefits, including enrollments, updates, and employee queries.

   2. Coordinate logistics for employee engagement activities, training sessions, and internal HR programs.

   3. Track training participation and attendance and maintain updated records for reporting purposes.

6. Employee Support & Workplace Relations

   1.  Act as a first-level point of contact for routine employee HR queries related to policies, benefits, leave, and processes.

   2. Respond to employee inquiries in a timely, professional manner and escalate sensitive or complex issues appropriately.

   3. Assist in disciplinary processes by preparing documentation, tracking actions, and coordinating meetings under supervision.

   4. Support exit and clearance processes, including scheduling exit interviews and ensuring documentation is completed.

   5. Contribute to maintaining a respectful, inclusive, and professional work environment.

   6. Ensure completed performance reviews are documented and filed correctly in the HR system.

   7. Support follow-up actions from reviews, such as development plans, training needs, or goal tracking.

   8. Help track personal development and leadership plans for employees under guidance. 

   9. Track and follow up on performance review timelines to ensure reviews are completed as scheduled.

   10. Assist managers and employees in navigating performance review tools, formats, and timelines.

   11. Help prepare performance review documentation and follow-up

   12. Respond to employee inquiries regarding HR policies and procedures

7. Recruitment & Hiring Support

   1. Support the end-to-end recruitment process by posting jobs, screening resumes, scheduling and coordinating interviews, and maintaining hiring trackers.

   2. Screen resumes and shortlist candidates based on role requirements and guidance from hiring managers.

   3. Coordinate interview schedules, candidate communications, and interview feedback collection across teams and time zones.

   4. Assist with reference checks, background verification coordination, and offer documentation as required.

   5. Prepare onboarding materials and support orientation sessions to ensure a smooth joining experience for new hires.

Success Metrics

1. ≥ 98% completeness in accurate employee records within the BMS (random audit by HR Manager) – Monthly.
2. 100% of joiners, exits, and role/contract changes updated in the HR system within 2 working days – Weekly. 
3. 100% of assigned vacancies actively tracked with updated status at all times – Weekly.
4. Interview coordination turnaround ≤ 3 working days from hiring manager request – Weekly. 
5. ≥ 98% new-hire onboarding readiness (documents, system access requests, orientation scheduled) completed before Day 1 – Monthly
6. ≥ 95% of employee HR queries acknowledged within 1 business day – Weekly
7. ≥ 90% of routine HR queries resolved within 3 business days – Weekly
8. Zero unresolved escalations older than 7 working days without documented follow-up – Weekly
9. Identification and documentation of at least 2 process or system improvement opportunities per monthly (even small ones) – Monthly
10. For regular roles the time to fill should be less than 15 days – Monthly 
11. For speciality roles, the time to fill should be less than 45 days – Monthly

1. Excellent command of the English language—both written and verbal.
2. Strong organizational skills with high attention to detail.
3. Ability to work flexible hours, including night-time.
4. Demonstrated cultural sensitivity and ability to collaborate with global teams.
5. Proficiency with HR systems or business management platforms (training on our system will be provided).
6. High level of professionalism, discretion, and integrity.
7. Experience in technical recruitment is a must.
8. Knowledge of labor laws and employment regulations.
9. Attention to detail and work well under pressure to meet tight deadlines.
10. Must have working understanding of MS Office applications like Outlook, Word, Powerpoint, Excel. 
11. Ability to accurately follow instructions.
12. Strength of character, ethics, and commitment, and reliability.
13. Ability ot operate with a service oriented mindset where HR services its internal customers.
14. Excellent problem solving ability.