Human Resource Executive

Walk-In Interview – Executive (Human Resource)Job Details

Job Title

Executive

Department

Human Resource

Location

Corporate / Project Site / Office, as assigned

Employment Type

Full-Time

Grade / Band

Professional / Executive

Reports To

Department Manager / designated Line Manager

Direct Reportees

None formally; may guide junior team members as assigned

Experience Required

Typically 1–6 years of relevant functional or administrative experience, calibrated to the designation's seniority.

Job Purpose

The Executive delivers accurate, timely functional support and information within the Human Resource function. The role converts company and project requirements into clear actions, maintains reliable records and controls, coordinates stakeholders, and supports safe, compliant, cost-conscious and on-time delivery across assigned responsibilities.

Key Responsibilities1. Role Planning & Delivery

Process assigned transactions and requests accurately, completely and within agreed timelines.

Maintain trackers, files, correspondence and system data so current status can be readily verified.

Follow up on inputs and approvals and communicate delays or exceptions before commitments are missed.

Prepare routine reports and summaries and highlight variances requiring management attention.

Functional / Technical Execution

Support workforce planning, recruitment, onboarding, attendance, payroll inputs, employee records and separation processes.

Administer HR policies, statutory documentation, employee communication and grievance handling consistently.

Coordinate training, performance reviews, engagement activities and manpower reporting across offices and sites.

Maintain confidential personnel data and accurate HRIS/MIS records with controlled access.

Safety, Quality & Compliance

Comply with company policies, client/site rules, legal requirements, approved procedures and the limits of delegated authority.

Take reasonable care for personal safety and the safety of others; stop and report imminent-risk, defective or unauthorized work.

Use required PPE and ensure permits, isolation, barricading, access and emergency arrangements are effective before work proceeds.

Prevent defects by checking inputs and work as it progresses; protect traceability and do not conceal nonconforming work.

Coordination, Documentation & Control

Translate assigned objectives into daily, weekly and look-ahead plans with clear priorities, owners and due dates.

Coordinate drawings, data, approvals, people, materials, equipment and interfaces required for uninterrupted delivery.

Maintain current registers, correspondence, calculations, reports and system records sufficient for review and audit.

Escalate constraints and deviations early with a clear statement of cause, impact, options and recommended action.

Performance, Cost & Continuous Improvement

Safety and compliance

Adherence to permits, procedures, statutory requirements and corrective-action closure.

Quality

First-time-right completion, inspection acceptance and reduction of rework or repeat defects.

Delivery

Achievement of agreed schedules, response times, productivity or service-level commitments.

Records

Completeness, accuracy and timeliness of logs, reports, registers and system updates.

People Leadership / Work Discipline

Take ownership of assigned commitments and maintain professional, ethical and confidential conduct.

Support colleagues and guide junior employees through clear information and constructive feedback.

Participate in learning, performance reviews and process-improvement activities.

Use delegated access and company resources responsibly and report conflicts of interest or control concerns.

Key Stakeholders

Internal

Functional Head / Business Head

Human Resource team and assigned site / project colleagues

Project / Business Heads and site management

Safety, Quality, Human Resources and Administration teams

Purchase, Stores, Logistics, Finance and other enabling functions

External

Recruitment, staffing and manpower-supply agencies

Labour-law consultants, auditors and government authorities

Training, insurance and employee-benefit providers

Industry and professional associations

Financial Authority

No independent authority to commit company funds unless expressly delegated under the Authority Matrix.

May verify quantities, services, utilization or invoice support relevant to completed work within assigned responsibility.

Raises purchase, service or resource requirements through the approved workflow with complete supporting information.

Uses company assets, systems and consumables responsibly and reports loss, damage or unusual variance promptly.

Administrative Authorities

Authority and limits must be read together with current company policies, approved procedures and the Authority Matrix.

Authorized to stop and escalate work presenting imminent safety, quality, legal or asset-integrity risk.

May coordinate information, inspections, meetings and routine resources required for assigned deliverables.

May return incomplete or noncompliant submissions for correction and escalate unresolved issues to the line manager.

Has no independent hiring, disciplinary, contractual or policy-exception authority unless formally delegated.

IT / Tools / Equipment Skills

HRMS/HRIS, payroll and attendance systems.

Advanced Excel for manpower analytics and HR MIS.

MS Word and PowerPoint for policy, communication and management reporting.

Education Qualification

Graduate/diploma or function-relevant qualification; strong document, systems and communication skills.

Any statutory licence, medical fitness, trade test, equipment authorization or client approval required for the assigned work must remain valid.

Ability to understand safety instructions and work directions; sufficient reading, writing and numeracy for the records and technical information used in the role.

Years of Experience Required

Typically 1–6 years of relevant functional or administrative experien