HR and Admin Manager

Job Scope (F&B Company)

1.Recruitment & Staffing

• Develop manpower plans based on business and outlet requirements.
• Recruit staff for restaurants and executive/manager for management office.
• Manage job advertisements, interviews, selection, and onboarding.
• Maintain a pool of candidates to support urgent manpower requirements.
• Work with outlet managers to ensure adequate staffing levels.

2.Employee Onboarding & Offboarding

• Prepare employment contracts and onboarding documents.
• Conduct HR orientation and introduce company policies and procedures.
• Ensure new employees complete required documentation and training.
• Manage resignations, terminations, exit interviews, and final payroll arrangements.
• Ensure proper handover and clearance procedures.

3.Payroll & HR Administration

• Manage the monthly payroll processing, attendance, overtime, leave, allowances, and deductions.
• Maintain accurate employee records and HR databases.
• Monitor staff attendance, punctuality, absenteeism, and shift schedules.
• Ensure HR documentation is properly maintained and confidential.
• Coordinate with finance on payroll-related matters.

• Handle employee grievances, complaints, disciplinary matters, and workplace conflicts.
• Advise outlet managers on appropriate HR practices and disciplinary procedures.
• Address staff retention and morale issues.

4.Performance Management

• Develop and manage employee performance appraisal systems.
• Work with managers to establish KPIs and performance expectations.
• Identify high-potential employees for career development and promotion.

5.HR Policies & Compliance

• Develop, implement, and update HR policies and employee handbooks.
• Ensure compliance with applicable employment laws and regulations.
• Ensure proper handling of working hours, overtime, leave, public holidays, and employee benefits.
• Keep management updated on changes in employment legislation.

6.Manpower Planning & HR Strategy

• Prepare manpower budgets and forecasts.
• Analyse turnover, absenteeism, recruitment costs, and staffing requirements.
• Recommend manpower strategies to support outlet expansion.
• Develop succession plans for key positions.
• Partner with senior management on organisational development and workforce planning.