Recruitment & hiring:

• Coordinate the hiring pipeline end-to-end — posting, screening, interview scheduling, offers, and onboarding new joiners into the HR system on day one.

Onboarding & probation:

• Run structured 30 / 60 / 90 onboarding and probation gates for every new hire; manage clean offboarding and exit for every leaver.

HR records & contracts:

• Keep employee records, contracts, leave and attendance accurate and current. The HR system is the system of record — you keep it clean.

Labour & statutory compliance:

• Support Cambodian Labour Law, NSSF, leave and working-hours compliance, and coordinate Tax-on-Salary inputs with Finance.

Performance cycle:

• Administer the monthly KPI scorecard cycle to a clean Day-25 close, and keep performance and disciplinary documentation audit-ready.

HR data & reporting:

• Maintain headcount accuracy and monthly HR data, and support the HR dashboard for the Head of HR & Product Development.

People Development another other assigned tasks:

• Ensure career path of each staff and other assigned tasked by head of HR.

Your First 12 Months

• Take full ownership of HR operations from the Head of HR Development — hiring coordination, onboarding, records, compliance, staff development and the scorecard cycle.
• Bring 100% of new joiners through structured 30 / 60 / 90 onboarding and probation gates, on time.
• Hold HR records and payroll inputs at ≥99% accuracy, on time, every month.
• Run the monthly KPI scorecard cycle to a clean Day-25 close, without exception. Run the evaluation for Quarter, Mid-Year, Yearly, conclude and proceed the next steps.
• Establish an audit-ready compliance baseline — NSSF, contracts, leave, Labour Law — with zero breaches.
• Each staff has a career path and is undertaking steps to develop relative skills as planned.

• 2+ years as an HR generalist / HR officer in Cambodia, ideally across multiple sites or entities.
• Solid command of Cambodian Labour Law, NSSF, contracts, leave and attendance, and Tax-on-Salary basics.
•  End-to-end recruitment coordination and structured onboarding experience.
• Strong data discipline — comfortable operating an HR / HRIS system as the system of record, with high accuracy.
• Absolute discretion and confidentiality with people data and sensitive matters.
• Khmer fluency; working English for documentation and coordinationa

Strong plus

• Experience administering a performance / KPI scorecard or appraisal cycle.
• Payroll-input or HR–payroll interface experience.
• Exposure to a fast-scaling SME or multi-entity group.