HR Ret

RETAINER HR SPECIALIST

Engagement Type: HR Retainer / Project-Based Consulting
Work Arrangement: [Remote / Hybrid / On-site as required]
Reports To: Management / Authorized Company Representative

JOB SUMMARY

The Retainer HR Specialist provides ongoing, flexible, and practical Human Resources support to client organizations on a retainer basis.

The role is designed to support businesses that require professional HR assistance without maintaining a full-time in-house HR department. The HR Specialist works closely with management to address day-to-day HR concerns, strengthen HR systems and processes, maintain proper documentation, support compliance, and improve employee management practices.

The scope of services may be customized based on the client's specific needs, business size, workforce, and agreed-upon retainer arrangement.

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KEY RESPONSIBILITIES

1. Recruitment & Talent Acquisition

· Assist in identifying and clarifying manpower requirements.

· Develop and post job advertisements through appropriate recruitment channels.

· Screen applications and conduct initial applicant assessments.

· Coordinate interviews with management and hiring personnel.

· Assist in candidate evaluation and selection.

· Coordinate pre-employment requirements and onboarding activities.

· Maintain recruitment records and applicant tracking.

· Recommend improvements to the client's recruitment process.

2. Labor & HR Compliance Support

· Provide HR support in maintaining compliance with applicable labor and employment requirements.

· Assist management in reviewing HR practices, policies, and procedures.

· Monitor required employee records and documentation.

· Assist in preparing HR documents related to employment, disciplinary matters, and other personnel concerns.

· Provide practical HR guidance on employee-related concerns within the scope of the engagement.

· Identify potential HR compliance gaps and recommend appropriate corrective actions.

· Coordinate with appropriate external professionals or government agencies when matters require specialized legal or regulatory assistance.

3. HR Systems & Processes

· Review existing HR systems, workflows, and practices.

· Develop or improve practical HR processes appropriate to the client's size and operations.

· Assist in establishing systems for recruitment, onboarding, attendance, leave, employee records, performance management, and other HR functions.

· Develop HR trackers, forms, workflows, and monitoring tools.

· Recommend improvements that promote efficiency, consistency, and accountability.

4. HR Documentation

· Prepare and maintain HR-related documents, forms, templates, and records.

· Assist in preparing employment-related documents and employee communications.

· Develop and update HR forms, checklists, and standard templates.

· Assist in organizing and maintaining personnel records.

· Ensure HR documentation is properly maintained and accessible to authorized personnel.

5. Employee Relations

· Provide HR support in addressing employee concerns, workplace issues, and interpersonal matters.

· Assist management in handling employee complaints and grievances.

· Support the preparation of notices, memoranda, incident documentation, and other employee-relations documents.

· Assist in conducting fact-finding and documenting employee-related incidents.

· Recommend appropriate HR interventions based on company policies and applicable employment standards.

· Promote fair, consistent, and professional handling of employee concerns.

6. Performance Management

· Assist in developing and implementing employee performance evaluation systems.

· Develop performance evaluation forms, criteria, and monitoring tools.

· Assist managers in establishing clear performance expectations and objectives.

· Support performance improvement initiatives.

· Assist in documenting performance concerns and improvement plans.

· Recommend practical approaches to improve employee accountability and performance.

7. HR Policy Development

· Review existing company policies and employee handbook provisions.

· Draft and update HR policies, procedures, and guidelines.

· Develop policies appropriate to the client's operational requirements and organizational culture.

· Assist management in communicating and implementing new or revised HR policies.

· Recommend policy improvements based on identified operational and HR needs.

8. Management HR Advisory Support

· Serve as an HR resource person for management on day-to-day employee and HR matters.

· Provide practical recommendations on HR concerns within the agreed scope of the engagement.

· Assist management in making informed HR-related decisions.

· Identify recurring HR issues and recommend preventive measures.

· Provide periodic HR updates and recommendations to management.