Senior HR Specialist – Kathmandu

The Sr. HR Specialist leads the HR operations team and owns the accuracy of everything paid to people. The role makes sure payroll, outsourced-staff and rental-vehicle payments are correct, people costs are reported every month, and every employee file is audit-ready. It also acts as the second line to the Head of HR & Admin.

Key responsibilities

Team leadership

1. Lead, plan and allocate the monthly work of HR Specialists and Associates; hold a weekly team review.
2. Review and sign off the team’s outputs (rider pay sheets, letters, HRIS updates, onboarding files) before they leave HR.
3. Set KPIs for team members, run their probation and performance reviews, and coach them on gaps.
4. Build team capability through on-the-job training and clear SOPs for each HR process.
5. Handle escalated employee grievances and discipline cases with the Head of HR & Admin, as per HR Policy 2080.
6. Drive HR process automation with the Tech team (HRIS, payroll, rider pay).
7. Stand in for the Head of HR & Admin when assigned.

Payroll calculation

1. Prepare monthly payroll for staff: basic salary, allowances, overtime, leave deductions, SSF/PF contributions, TDS and other statutory deductions.
2. Apply the FY 2083/84 salary slab, Overtime Policy and Leave Policy correctly in every calculation.
3. Reconcile payroll with attendance, leave and HRIS data before submission to Finance.
4. Prepare final settlements for exits (pending salary, leave encashment, gratuity, deductions) in line with HR Policy 2080.

Outsourced staff coordination and verification

1. Act as the point of contact with outsourcing agencies on headcount, attendance and invoices.
2. Verify each outsourcing invoice line by line against attendance, agreed rates, statutory contributions and service charge as per the agreement.
3. Raise and resolve discrepancies with the agency before payment is released.

Rental vehicle calculation

1. Calculate monthly rental vehicle payments using agreed rates, days used, kilometres and fuel as per contract.
2. Cross-check vehicle logs with Operations and flag unusual usage or billing.

Monthly people-cost reporting

1. Prepare a monthly report of new hires and resignations with their cost impact (salary added, salary saved, final settlement paid).
2. Track headcount and people cost by department and region, and highlight month-on-month changes.
3. Share the report with the Head of HR & Admin and Finance by the agreed date.

Monthly employee documentation audit

1. Audit employee personnel files every month for missing or expired documents (citizenship, academic certificates, contract, SSF/PAN details, KYC).
2. Publish an audit checklist showing gaps by employee and follow up until closed.
3. Ensure files are ready for labour audit and statutory inspection at any time.