Assistant Manager, HR & Talent Acquisition

About Edversity

Edversity is a future-tech education company focused on helping students and professionals develop practical skills in Artificial Intelligence, Cybersecurity, Blockchain, Data Science, Cloud Computing, and other emerging technologies.
We work with instructors, industry professionals, universities, technology partners, and employers to deliver practical learning experiences that prepare learners for real-world opportunities.

Role Overview
Edversity is looking for an organized, proactive, and people-focused Assistant Manager, HR & Talent Acquisition to manage recruitment and day-to-day HR operations.
The selected candidate will be responsible for hiring employees, instructors, mentors, interns, and consultants across different departments. The role will also manage employee onboarding, documentation, attendance, leave records, probation reviews, performance coordination, employee engagement, and exit processes.
This is a hands-on role for someone who can independently manage routine HR responsibilities while working closely with department managers and company leadership.

Key Responsibilities

Talent Acquisition

• Manage the complete recruitment process for employees, interns, instructors, mentors, and consultants.
• Understand hiring requirements from department managers and prepare clear job descriptions.
• Post vacancies on LinkedIn, job portals, university networks, professional communities, and other relevant channels.
• Review applications and shortlist suitable candidates.
• Conduct initial screening calls and HR interviews.
• Evaluate candidates based on experience, communication, availability, salary expectations, and role suitability.
• Coordinate technical interviews and final interviews with relevant department heads.
• Maintain regular communication with candidates throughout the recruitment process.
• Conduct reference checks when required.
• Prepare and issue offer letters to selected candidates.
• Maintain an updated recruitment tracker for all open positions.
• Build a pipeline of potential candidates for frequently hired roles.
  
  
  

Instructor and Academic Talent Hiring

• Identify and approach qualified instructors, trainers, mentors, teaching assistants, and industry experts.
• Support instructor recruitment for programs in AI, Cybersecurity, Blockchain, Data, Cloud, and other technology areas.
• Screen instructors based on education, industry experience, teaching experience, communication skills, and availability.
• Coordinate instructor interviews, teaching demonstrations, and technical evaluations.
• Collect instructor profiles, identification documents, certificates, payment details, and availability information.
• Prepare and manage instructor agreements and confidentiality documents.
• Maintain a database of instructors, mentors, guest speakers, and academic professionals.
• Coordinate with academic and operations teams to ensure instructors are hired before program launches.
• Maintain backup instructor options for important programs.
  
  
  

Employee Onboarding

• Manage the onboarding process for new employees and instructors.
• Prepare employment contracts, offer letters, probation letters, NDAs, and other HR documents.
• Collect and verify required employee documentation.
• Coordinate orientation sessions for new employees.
• Ensure employees understand their job descriptions, reporting lines, working hours, policies, and performance expectations.
• Coordinate the setup of official email accounts, communication tools, and system access with relevant departments.
• Maintain employee and instructor files in an organized and confidential manner.
• Conduct onboarding follow-ups during the first month of employment.
  
  
  

HR Operations

• Maintain accurate attendance, punctuality, leave, and working-hours records.
• Manage employee leave applications and maintain updated leave balances.
• Coordinate monthly attendance and payroll information with the finance team.
• Maintain employee records, contracts, salary details, performance documents, and identification information.
• Track probation completion dates, contract renewal dates, and employee review schedules.
• Prepare HR letters, including experience letters, salary certificates, warning letters, confirmation letters, and relieving letters.
• Support employee resignations, terminations, handovers, clearance, and final settlements.
• Ensure HR records remain accurate, confidential, and updated.
• Help implement and maintain company HR policies and procedures.
  
  
  

Performance Management

• Coordinate probation reviews with department managers.
• Ensure employees have clear responsibilities, goals, and performance expectations.
• Maintain records of employee KPIs and performance reviews.
• Schedule regular performance check-ins with employees and their managers.
• Document performance concerns, feedback, and improvement requirements.
• Support managers in preparing performance improvement plans.
• Follow up on underperformance, attendance issues, and workplace concerns.
• Maintain records of warnings, reviews, promotions, salary adjustments, and confirmations.
• Share employee performance updates with management when required.
  
  
  

Employee Engagement and Workplace Coordination

• Maintain regular communication with employees regarding HR matters.
• Conduct employee check-ins to understand workplace concerns and support requirements.
• Help resolve routine employee issues professionally and confidentially.
• Coordinate team-building activities, employee recognition initiatives, and internal events.
• Support a professional, respectful, accountable, and performance-focused work culture.
• Gather employee feedback and recommend practical improvements.
• Assist management in improving employee motivation, communication, and retention.
  
  
  

HR Reporting

• Prepare weekly recruitment updates for management.
• Prepare monthly HR reports covering:[ul data=1]
• Open positions
• Candidates interviewed
• Employees hired
• Instructor hiring progress
• Attendance and punctuality
• Leave records
• Probation reviews
• Employee performance concerns
• Resignations and turnover
• Upcoming hiring requirements
  
  

Maintain an updated organizational chart and employee headcount.Track recruitment timelines and reasons for hiring delays.Recommend improvements in recruitment and HR processes.
Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management, Psychology, or a related field.
• One to three years of experience in HR, recruitment, talent acquisition, or people operations.
• Practical experience in candidate screening and interviewing.
• Understanding of employee onboarding, attendance, leave management, and HR documentation.
• Strong written and verbal communication skills.
• Good organizational and record-management skills.
• Ability to handle confidential employee information professionally.
• Strong command of Microsoft Office or Google Workspace.
• Ability to manage multiple vacancies and HR responsibilities simultaneously.
• Ability to work independently and follow up consistently.
  
  
  

Preferred Experience

• Experience working in an education, technology, training, startup, or fast-growing company.
• Experience hiring instructors, trainers, technical professionals, or consultants.
• Familiarity with LinkedIn recruitment and online job portals.
• Experience preparing employment contracts, offer letters, NDAs, and HR documentation.
• Basic understanding of employee performance management.
• Familiarity with HR management software or applicant tracking systems.
  
  
  

Ideal Candidate
The ideal candidate should be:

• Proactive and responsible.
• Strong in communication and follow-up.
• Comfortable speaking with employees, instructors, and senior professionals.
• Organized and detail-oriented.
• Able to manage several hiring requirements at the same time.
• Confident when conducting interviews.
• Professional when handling sensitive employee matters.
• Comfortable working in a fast-paced environment.
• Willing to take ownership of recruitment and routine HR operations.
• Interested in growing into an HR Manager role.
  
  
  

Key Performance Indicators
The selected candidate will be evaluated based on:

• Timely completion of hiring requirements.
• Quality and suitability of shortlisted candidates.
• Successful hiring of employees and instructors.
• Availability of instructors before program launches.
• Accuracy of employee records and HR documentation.
• Completion of onboarding and probation reviews.
• Attendance and leave record accuracy.
• Response time to employee and departmental HR requirements.
• Employee retention and probation success rate.
• Consistency of HR reporting and follow-ups.
  
  
  

What Edversity Offers

• Opportunity to manage recruitment and HR operations in a growing education technology company.
• Exposure to professionals working in AI, Cybersecurity, Blockchain, Data, and Cloud.
• Direct interaction with company leadership and department managers.
• Opportunity to build experience in employee management and instructor recruitment.
• Clear growth potential toward an HR Manager position.
• A professional environment focused on innovation, learning, and impact.