Assistant Manager — Human Resources

Full job description

Role Title

Assistant Manager — Human Resources

Department

Human Resources

Reporting Structure

Reports to: Line Manager (Head of HR)

Direct Reports: N/A

Job Overview

This role is responsible for managing the day-to-day HR operations of Al Rafay Consulting's offshore function. The Assistant Manager oversees the full employee lifecycle, ensures HR compliance and recordkeeping integrity, and operates within an AI-transformed HR environment where automated workflows will handle routine tasks. The role partners closely with the Line Manager across payroll coordination, benefits, recruitment, and performance cycles. The ideal candidate is a capable HR professional who actively embraces technology, adapts to AI-driven tools, and continuously looks for ways to make HR operations smarter and more efficient.

What We’re Looking For

Beyond technical HR skills, ARC is specifically looking for a candidate who:

• Is comfortable working in an automation-first HR environment where AI tools handle routine tasks and human effort is focused on judgment and exceptions.
• Has a genuine interest in learning and applying AI tools in day-to-day HR operations not just using them, but improving how they are used.
• Proactively identifies manual or repetitive HR tasks and asks: “can this be automated?”
• Is willing to work closely with the engineering team when HR processes need to be rebuilt, improved, or extended through new automation.
• Adapts quickly when tools or workflows change, and communicates gaps or issues clearly rather than working around them.

Key Responsibilities

Onboarding & Offboarding

• Manage the full onboarding lifecycle: pre-joining communication, Day 1 coordination, document & information collection (CNIC, bank details, emergency contacts, addresses, educational certificates, etc.), and joining document issuance (Offer Letter, NDA, Consulting Agreement, Asset Issuance & Responsibility Acknowledgement, etc.).
• Operate and verify automated onboarding workflows. Handle exceptions, ensure completion, and flag any gaps in the automation to the Line Manager.
• Coordinate the probation review and confirmation workflow: Day 75 reminder, review form routing to the Line Manager, and confirmation tracking through to benefits enrollment.
• Manage offboarding for resignations and terminations: FNF preparation, insurance deletion (Life + Medical on last working day), access revocation (by 6PM on last working day), asset clearance, and issuance of the full separation document suite (Separation Letter, Experience Letter, Full & Final Settlement, Asset Return & Clearance Form, PTO Encashment Summary & Declaration, and Exit Acknowledgment & Continuing Obligations).
• Prepare separation letters (no-cause / for-cause) per the Line Manager's determination of grounds; maintain the internal grounds checklist and evidence log in sync with the stated grounds; serve as the primary point of contact for communicating exit logistics and process to the departing employee.
• Coordinate the Contractor engagement lifecycle (onboarding documentation, asset issuance) in conjunction with FinOps, which leads Contractor exit processing.

Payroll Coordination

• Prepare the draft monthly payroll input file by compiling attendance data, OPD claims, timesheet deductions, travelling allowance (eligible staff), contractor hours, and adjustments. Verify calculation outputs before submission to the Line Manager.
• Manage the OPD claims cycle end-to-end: monthly reminders, form collection, limit verification, and payroll inclusion.
• Administer Timesheet Policy compliance: daily submission tracking, deduction calculations for missed/late entries, and escalation tracking for habitual non-compliance.

Benefits Administration

• Manage insurance correspondence with the insurance agency for all additions (on probation confirmation) and deletions (on last working day). Facilitate Group Medical claims.
• Maintain PTO balances, execute the annual year-end rollover, and handle leave encashments at offboarding.
• Serve as the sole leave-approving authority per current policy (Line Manager/PMO are consultative only); manage leave communication routing and resolve leave deficits at offboarding.
• Serving as first point of contact for all employee benefits queries.

Recruitment Support

• Manage the ATS tracker. Coordinate interview scheduling across all rounds and handle professional candidate communication throughout the pipeline.
• Distribute and collect Interview Evaluation Forms.
• Draft offers communications under the Line Manager’s direction.
• Conduct reference and background verification with candidates’ previous employers prior to offer issuance; flag discrepancies to the Line Manager.
• Source and engage candidates via LinkedIn, Instagram, Facebook, and other social/sourcing channels to build and maintain the talent pipeline.
• Support employer branding on social media (job posts, culture/careers content) in coordination with the Line Manager.

Compliance & Recordkeeping

• Maintain audit-ready employee files in HR documents repository (CNIC, Resume, Offer Letter, NDA, Consulting Agreement, Designation Letter, profile photo, etc.).
• Run quarterly automated records audits and close identified gaps.
• Administer attendance occurrence tracking and the rolling 30-day deduction framework, including remote-work verification; prepare & update monthly attendance reports.
• Issue HR correspondence as required: warning letters, probation letters, increment letters, promotion/salary revision letters, and experience letters.
• Own and maintain the full lifecycle document set as single source of truth: offer letters, NDA/IP agreements, consulting/engagement agreements, asset issuance forms, and the complete separation document suite, across all three engagement tracks.

Performance Management

• Coordinate the annual appraisal cycle (October–January): distribute forms, collect responses, escalate non-responders, and support the Line Manager in score compilation and increment modelling.
• Coordinate three-way increment calls and issue letters after verbal confirmation.
• Administer Performance Improvement Plans (PIPs) initiated by the Line Manager: distribute the plan, track scheduled checkpoint reviews, and maintain the documented outcome record.

What Is Outside This Role

• Onshore HR (US-based staff) — entirely out of scope.
• Payroll execution and bank transfers — owned exclusively by the Line Manager/Finance.
• Final HR decisions — increments, terminations, FNF waivers, and approvals require Line Manager or Senior Management sign-off.
• Building or modifying automation tools — that sits with the PMO/Engineering team.

Qualifications & Experience

Required

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 4–6 years of HR operations experience preferably in a technology or professional services environment.
• A genuine interest in AI and workplace automation — this is not optional; it is central to how this role functions.
• Proficiency in Microsoft 365: Excel, Outlook, Word, SharePoint, Teams, and Forms.
• Strong written communication and high attention to detail.
• Ability to handle sensitive information with absolute discretion.

Preferred

• Prior exposure to HR automation tools, Power Automate, or AI-assisted workflows.
• Experience in a lean HR function with broad operational scope.
• Familiarity with consultant-model employment structures.
• Exposure to insurance administration or benefits management.
• Working familiarity with LinkedIn (incl. Recruiter), Instagram, and Facebook for candidate sourcing and employer branding.
• Working knowledge of ARC's three engagement tracks (Consultant / Intern / Contractor) and their differing probation, notice, PTO, and exit mechanics.

Work Location: In person