HR & Admin - Manager

Manager – HR, Administration & Executive Support

Location	India
Reporting to	CEO
Experience	Approximately 5–8 years

Scope

HR Operations | Payroll Coordination | HRMS | Recruitment Support | Travel & Mobility | Executive Administration

About Precom Global SA

Precom Global SA is a Geneva-based physical agricultural commodity trading company, sourcing across Africa, particularly West Africa, and selling primarily into Asian markets since 2019. Its core products include cashew nuts, sesame, soybeans and pulses. Precom is continuing to strengthen its management team, systems and institutional infrastructure as it develops into a more scalable and diversified trading and sourcing platform.

About the Role

Precom operates through a distributed team across Geneva, India, African origins and Asian destination markets. As the organisation has grown, many HR, payroll, travel and administrative processes have developed locally and organically. The company is now seeking a hands-on Manager – HR, Administration & Executive Support to create central visibility, reliable records and practical processes without building a large HR department.

This is an execution-oriented role rather than a senior strategic HR position. The person should be highly organised, discreet, digitally capable and persistent, able to work independently from India while coordinating with employees, managers, recruiters, payroll providers and service partners across countries. The role will also provide practical executive support to the CEO, particularly reminders, follow-ups, travel and personal/business administration as per need from time to time.

Key Responsibilities

1. Group HR Records, HRMS & Organisation

• Create and maintain a complete group employee master covering all employees and relevant staff across entities and locations, including employing/payroll entity, work location, title, department, reporting manager, joining date, employment status and key employment terms.
• Maintain accurate and confidential employee records including contracts, IDs/passports, addresses, bank details, emergency contacts, visas/work permits, insurance and other relevant documents, with appropriate access controls.
• Implement and operate an appropriate HRMS, ensuring data is kept current and the system becomes the central source for employee records, leave, documents, compensation history, reviews and HR reminders.
• Maintain current organisation charts, reporting lines, job titles, job descriptions and principal responsibilities for each role; update them when responsibilities or structures change.
• Produce concise monthly HR information for management, including headcount, joiners/leavers, open positions, upcoming contract/visa expiries, leave position, reviews due and other material HR issues.

2. Compensation, CTC & Payroll Coordination

• Maintain a confidential group-wide compensation and CTC master showing salary, currency, payment frequency, allowances, housing, insurance, tickets, bonuses, employer costs and other material employee benefits, together with the entity or provider through which each item is paid.
• Provide management with reliable visibility of total employee cost by entity, country, function and employee category, using a common reporting currency where required.
• Take over the expatriate payroll process currently administered by the CEO, initially including quarterly salary processing and with the capability to support more frequent/monthly payroll as the organisation develops.
• Coordinate payroll inputs, salary amendments, approvals, payment instructions, records and reconciliations with local Finance/Accounting teams and third-party payroll/employment providers while maintaining strict confidentiality.
• Support future migration of payroll or employment arrangements to third-party or group shared-service structures as directed by management, maintaining clear records of employer, payer and work location.
• Flag inconsistencies, missing documentation or unusual payroll arrangements for review; country-specific legal, tax or statutory matters may be supported by external advisers.

3. Recruitment Coordination & Talent Intelligence

• Coordinate recruitment agencies and maintain an organised log of open roles, candidate pipelines, interviews, feedback, references, compensation expectations and next actions.
• Screen CVs against agreed job requirements and prepare practical shortlists for hiring managers and the CEO; schedule interviews and follow through on candidate documentation and references.
• Use LinkedIn and other appropriate online sources to identify potentially relevant candidates, map talent in competitors/adjacent businesses and maintain awareness of meaningful industry people movements.
• Maintain a searchable candidate and interview database capturing career history, products, countries, functions, compensation where known, interview assessment, strengths/weaknesses, reasons not hired, future suitability, recruiter/source and follow-up dates.
• Build a long-term talent network from interviews so that recruitment activity also contributes to market, compensation and industry intelligence; the role is not expected to replace specialist headhunters for senior or difficult mandates.

4. Performance, Appraisals & People Processes

• Coordinate a simple, practical performance-review process across the organisation, ensuring managers complete reviews and agreed objectives, development areas, promotion/compensation recommendations and follow-up actions are recorded.
• Maintain appraisal and salary-review calendars and help management identify strong performers, performance concerns and employees whose development or retention requires attention.
• Coordinate learning and development requirements identified by managers or through appraisals, including sourcing suitable external training where useful.
• Help develop and administer basic HR policies and procedures over time, using external HR/legal specialists on a project basis where appropriate rather than attempting to build unnecessary internal complexity.
• Maintain onboarding, probation, role-change and offboarding checklists and ensure employee records and access requirements are updated promptly.

5. Leave, Travel, Visas & Employee Mobility

• Maintain group leave records and a forward leave/deployment calendar, coordinating with managers so that leave and travel plans reflect procurement seasons, country operations and business-critical periods.
• Coordinate employee visas, work permits, invitation letters, home-leave tickets, business travel and related documentation, with local teams and advisers providing country-specific support where required.
• Coordinate flight and hotel bookings across available agents, channels and operating currencies, seeking the best sensible all-in value, flexibility and service rather than relying on a single booking source.
• Maintain supporting invoices and documentation so Finance/Accounting can claim legitimate VAT/GST/tax benefits or other recoveries where applicable.
• Maintain airline and hotel loyalty accounts for the CEO and, where useful, senior travellers; track membership numbers, status qualification, points/miles, missing-credit claims, expiry dates, promotions and corporate rates.
• Coordinate with existing local administrative support, including Ghana-based support, rather than unnecessarily centralising tasks that are more efficiently handled locally.

6. CEO Executive & Personal Administration

• Maintain a structured CEO reminder, action and follow-up system: record delegated actions, deadlines and reminders; follow up with responsible persons; and surface overdue or unresolved items without requiring repeated CEO intervention.
• Maintain an organised relationship/contact directory with current professional contact details, addresses and relevant administrative information needed for correspondence, meetings or gifting.
• Arrange gifts, sweets, couriers, greetings and other relationship-management logistics when requested, keeping necessary addresses and delivery information current.
• Handle confidential executive and personal information with a high degree of discretion and judgement.

Confidentiality & Data Discipline

The role will have access to highly sensitive compensation, payroll, banking, identification, employment and executive information. Strict confidentiality, careful access control and disciplined record-keeping are essential. Sensitive files should be maintained only in approved company systems and shared strictly on a need-to-know basis.

Candidate Profile

• Approximately 5–8 years of relevant experience in hands-on HR operations, HR administration, executive support, payroll coordination or a combination of these areas.
• Exceptionally organised, reliable and persistent, with the ability to manage many small but important matters to completion without constant supervision.
• Strong Excel/spreadsheet and general digital skills; comfortable learning and administering HRMS, recruitment platforms, shared drives and workflow tools.
• Good judgement and discretion when handling compensation, bank details, IDs, personal information and confidential executive matters.
• Able to screen CVs intelligently, use LinkedIn/recruitment platforms for research and sourcing, and coordinate multiple recruiters and interview processes.
• Comfortable working across countries, currencies, time zones and culturally diverse teams; experience with international/expatriate employees is an advantage.
• Strong written and spoken English and professional communication skills.
• Hands-on, practical and resourceful; willing to obtain missing information, chase actions, compare travel options, organise records and solve administrative problems directly.
• Experience in a trading, international business, multi-country SME or entrepreneurial environment is preferred. The role is not intended for someone dependent on large specialist HR teams for routine execution.

 

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