Assistant Manager

This is a senior, high-trust HR role in a founder-led organisation.

The Assistant HR Manager Is Expected To

• Own the entire people function end-to-end
• Act as the Founders primary filter for people, culture, and execution matters
• Convert unstructured discussions into clarity, decisions, and follow-through
• Reduce Founder involvement in people-related noise while improving decision quality

• Strategic HR leadership
• Recruitment ownership
• Discipline, compliance, and governance
• Founder-aligned execution, decision preparation, and follow-ups

The designation remains Assistant HR Manager. The accountability is much broader.

PART A: FOUNDER-ALIGNED EXECUTION DECISION SUPPORT

• Own all people-related interactions involving the Founder
• Structure meetings with clear agendas, pre-reads, and expected outcomes
• Prepare written briefs, discussion notes, and decision summaries
• Maintain a Founder instruction decision tracker
• Ensure every Founder instruction is followed through to closure
• Escalate only well-defined issues with: – Clear problem statement – Root cause – Options with trade-offs – Recommended course of action
• Actively filter noise, repetition, and half-baked problems from reaching the Founder

• Draft internal emails, notes, warnings, summaries, and action trackers
• Translate verbal discussions into structured written communication
• Ensure accountability through documented follow-ups
• Maintain confidentiality and discretion in all Founder-related matters

• Own end-to-end hiring across all departments
• Build and maintain a live recruitment pipeline at all times
• Hire, onboard, and manage a minimum of 3 recruiters
• Ensure strict screening for competence, culture fit, and ownership
• Coordinate interviews and significantly reduce Founder interview load
• Implement and fully operate ATS (Zimyo or approved equivalent)
• Ensure all hiring data, feedback, and decisions are recorded in the system

• Implement and own Zimyo HRMS end-to-end
• Digitise and manage attendance, leave, employee records, and HR data
• Ensure organisation-wide adoption of HR systems
• Maintain audit-ready HR documentation and MIS

• Define KRAs, CRAs, and role-wise performance metrics
• Drive performance reviews and improvement plans
• Identify non-performance early and recommend corrective action
• Handle employee grievances firmly, fairly, and professionally
• Draft and issue warning letters, show-cause notices, and termination letters

• Manage exits in a legally compliant and documented manner
• Protect company interests during disputes
• Coordinate with legal advisors where required
• Maintain exit checklists, recovery protocols, and closure documentation

• Act with ownership, neutrality, and discretion
• Bring only structured, solution-ready inputs to the Founder
• Close loops relentlessly without reminders
• Enforce discipline and standards consistently
• Maintain absolute confidentiality

• Measurable reduction in Founder time spent on HR and people issues
• Improved hiring quality and speed
• Clear accountability and follow-through across teams
• Audit-ready compliance and documentation
• Stable, disciplined, and execution-focused organisation

FIRST 7 DAYS

• Understand organisation structure, culture, and expectations
• Audit current HR processes, people issues, and documentation
• Review ongoing recruitments and open positions
• Finalise ATS and Zimyo implementation plan

• Implement Zimyo HRMS (employee data, attendance, leave)
• Implement ATS and migrate hiring pipeline
• Standardise JDs, offer letters, and onboarding process
• Align with Founder on decision-making and escalation standards

• Hire and onboard minimum 3 recruiters
• Fully operationalise ATS and HRMS
• Introduce performance tracking framework
• Clean up compliance and documentation backlog

• Reduce Founder involvement in HR and people matters by at least 70%
• Ensure all hiring and HR operations run through systems
• Conduct initial performance reviews
• Close legacy people issues and stabilise HR operations

This role demands maturity, spine, clarity of thought, and ownership. The Assistant HR Manager is expected to independently think, decide, and execute while remaining fully aligned with the Founders intent, standards, and pace.

This is a leadership role, not an administrative one