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If you’ve Googled “job description for Assistant HR Manager,” you’ve probably seen the same thing over and over again:
Bullet points. Buzzwords. Boredom.
They all follow the same formula:
“Manage HR functions. Support the HR Manager. Ensure compliance. Apply here.”
Sure—it’s technically correct. But it’s also lifeless. And it doesn’t attract great people.
Here’s the truth:
Top candidates aren’t looking for checklists.
They’re looking for meaning, mission, and a team worth joining.
So if your job post reads like a formality, you’ll only attract formal, low-effort applicants—the kind who are just looking to “do HR tasks,” not help build a great culture.
The good news?
You don’t need to be a copywriter to write a great job description. You just need the right structure—and a little intentionality.
In this guide, we’ll walk you through how to write a compelling, human-centered Assistant HR Manager job post that actually gets noticed.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Let’s get started.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
What An Assistant HR Manager Actually Does
An Assistant HR Manager isn’t just someone who supports the HR department—they’re often the glue that holds it together.
In plain terms, they help manage the day-to-day operations of the HR team. That means everything from supporting employee onboarding and payroll to organizing trainings, maintaining records, and ensuring policies are followed. They’re also the go-to person for questions, small issues, and keeping communication smooth between HR and the rest of the company.
But beyond the tasks, here’s what really matters:
An Assistant HR Manager helps shape the employee experience.
They’re the person behind the scenes making sure people are heard, supported, and treated fairly.
That’s why you don’t just want someone who “knows HR.”
You want someone who’s proactive, organized, and great with people. Someone who understands the business but never forgets the human side of it.
Because in a growing company, the Assistant HR Manager isn’t just filling out forms—they’re helping build a culture.
Two Great Assistant HR Manager Job Description Templates
Job Description Template: Experienced Assistant HR Manager
📌 Job Title: Assistant HR Manager at TranzPort Solutions – Help Shape Our People Strategy
📍 Nairobi, Kenya | 🕒 Full-Time | 💰 KES 85,000–110,000/month (based on experience)
🎥 A Quick Note from Our HR Director
👉 [Watch this short video from Miriam, our HR Director (Loom/YouTube Link)]
🏢 Who We Are
TranzPort Solutions is one of East Africa’s fastest-growing logistics and last-mile delivery companies, currently serving over 1,000 businesses across Kenya, Uganda, and Tanzania. We specialize in time-critical delivery and warehouse optimization, but what really sets us apart is our people.
We’re a company that runs on communication, accountability, and a belief that great teams build great businesses. And now, as we scale, we’re looking for an Assistant HR Manager to help us build a strong, values-driven team from the inside out.
👀 What You’ll Do
You’ll work closely with our HR Manager and team leads to:
- Manage employee onboarding, offboarding, and internal transitions
- Ensure timely updates of HRIS systems and personnel records
- Plan team trainings, performance review cycles, and feedback sessions
- Support compliance, policy documentation, and disciplinary procedures
- Coordinate payroll inputs, benefits administration, and attendance reporting
- Drive internal communication and help champion our values across teams
✅ What We’re Looking For
- 2+ years experience in HR, People Ops, or Administration
- Degree/Diploma in HR, Psychology, Business, or related field
- Hands-on experience with HR software like BambooHR, Zoho, or Bitrix24
- Calm under pressure, organized, and great at following through
- Strong written and verbal communication skills
- A people-first mindset and a proactive work ethic
🎁 Perks and Benefits
- Health insurance after 90 days
- 24 flex leave days annually
- Transport allowance and lunch provided
- Monthly wellness allowance (gym, therapy, or wellness apps)
- Access to internal leadership training sessions
- Annual team offsite and regional travel opportunities
💡 Why This Role Is a Great Fit
At TranzPort, this isn’t just a support role—it’s a launchpad. You’ll gain cross-functional exposure, contribute to projects that shape our team culture, and have the freedom to suggest, test, and implement new HR ideas.
You’ll work in a high-growth company where your input isn’t just heard—it’s needed. And you’ll grow alongside a team that values clarity, consistency, and care.
🤝 Our Hiring Process
We use WorkScreen to evaluate candidates fairly and transparently. Once you apply, you’ll receive a short skills-based evaluation that helps us understand how you approach real-world tasks.
We respond to every applicant—whether you move forward or not—because we believe great candidate experience starts with respect.
📥 Apply here: [WorkScreen Job Link]
🌿 Job Description Template: Willing to Train / Entry-Level Assistant HR Manager
📌 Job Title: Entry-Level Assistant HR Manager – Start Your HR Career with TranzPort Solutions
📍 Nairobi, Kenya | 🕒 Full-Time | 💰 KES 60,000–75,000/month
🎥 Hear From Our Team
👉 [Watch this short video from Miriam, our HR Director (Loom/YouTube Link)]
🏢 About Us
TranzPort Solutions is redefining how logistics works across East Africa. We help growing businesses ship smarter, faster, and more affordably. But none of that would be possible without our incredible team—and we’re committed to hiring and growing great people.
We believe in hiring for potential. That’s why we’re opening up this Assistant HR Manager role to early-career professionals who want to learn, grow, and make a real impact. If you care about people and want to shape workplace culture, we’d love to meet you.
👀 What You’ll Do
- Help onboard new hires and support their first weeks
- Keep records organized and up to date in our HR system
- Assist with planning trainings, events, and check-ins
- Learn how to coordinate interviews and review applications
- Prepare internal comms and announcements
- Work directly with the HR Manager to support team needs
✅ Who You Are
- Graduate or diploma-holder (no HR experience required)
- A good communicator who enjoys helping others
- Organized and excited to learn new tools
- Reliable, accountable, and detail-oriented
- Curious about people, culture, and HR operations
- Comfortable working in a fast-paced environment
🎁 Perks and Benefits
- Health coverage and paid leave after 3 months
- Transport allowance and team lunch coverage
- Paid training, onboarding, and mentorship
- Weekly check-ins with your HR mentor
- Internal growth opportunities across teams
- Wellness perks: mental health app access, flex days
💡 Why This Role Is a Great Fit
This is a rare chance to break into HR without needing years of experience. You’ll receive mentorship, practical training, and the chance to work on real projects that impact real people.
If you’ve been looking for a place to start your career, gain hands-on experience, and build a long-term future, this could be it.
🤝 Our Hiring Process
We believe in making the hiring process fair and respectful. You’ll complete a short WorkScreen evaluation so we can learn more about how you think and communicate.
No ghosting—we reply to every applicant.
📥 Apply here: [WorkScreen Job Link]
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Breakdown of Why These Assistant HR Manager Job Posts Work
1. ✅ The Job Titles Are Clear, Specific, and Search-Friendly
Instead of writing something generic like “HR Assistant” or “People Ops Coordinator,” both posts clearly state:
- The exact role
- The company name
- The value proposition (e.g., “Help Shape Our People Strategy”)
This makes the title more clickable, more transparent, and more relevant to the right applicants.
2. ✅ Warm, Human Introductions
Each post begins with a quick video intro and a warm welcome that speaks directly to the candidate—not a stiff summary.
The intros tell a story:
- Who the company is
- Why the role matters
- What kind of impact the new hire will have
This creates emotional engagement right from the start—essential for attracting mission-driven candidates.
3. ✅ The “About Us” Sections Feel Real
Instead of using buzzwords like “fast-paced” and “dynamic,” the company profiles give concrete details:
- What TranzPort Solutions does
- Where they operate
- Their values and culture
It paints a picture of the work environment and the kind of team the applicant would be joining.
4. ✅ Responsibilities Are Written Like Real-Life Tasks
These aren’t just copied from an HR handbook. The “What You’ll Do” sections:
- Use plain English
- Start with action verbs
- Highlight the why behind each responsibility
- Show how the role fits into the bigger picture
This helps the candidate imagine themselves in the role, doing meaningful work—not just ticking boxes.
5. ✅ Candidate Requirements Are Clear—but Not Intimidating
The experienced version lists realistic expectations like HRIS experience and a degree, while the entry-level post emphasizes attitude, curiosity, and learning potential.
By clearly marking “must-haves” vs “nice-to-haves,” you avoid scaring away great people who are still growing.
6. ✅ Perks and Benefits Are Spelled Out (Not Hidden)
Both job posts list actual benefits in bullet format:
- Health insurance
- Leave days
- Training
- Wellness stipends
- Transport allowances
This builds trust, shows professionalism, and saves everyone time.
7. ✅ The “Why This Role Is a Great Fit” Section Sells the Opportunity
Instead of just describing the company, you pitch the role. You tell the candidate:
- How they’ll grow
- What they’ll contribute to
- Why their work will matter
It’s not about filling a seat—it’s about joining a mission.
8. ✅ The Hiring Process Is Respectful and Transparent
Both posts:
- Mention the use of WorkScreen to make fair, skill-based hiring decisions
- Promise communication with every applicant
- Offer clarity about what to expect
This helps eliminate the #1 complaint candidates have about hiring: being ignored.
9. ✅ Each Post Feels Personal, Not Corporate
Between the conversational tone, the hiring video, and the emphasis on values, the posts feel human—not copy-pasted.
They speak with candidates, not at them. And that alone makes them stand out.
Example of A Bad Assistant HR Manager Job Post Example (And Why it Fails)
📌 Job Title: Assistant Human Resource Manager
📍 Nairobi, Kenya | 🕒 Full-Time | 💼 Permanent Contract
📝 Job Summary
Our organization is seeking to hire an Assistant HR Manager to support the Human Resource department. The successful candidate will be responsible for employee documentation, policy implementation, and coordination of HR administrative duties.
📋 Responsibilities
- Coordinate recruitment activities
- Assist in onboarding and exit processes
- Update HR records and documentation
- Implement policies and enforce procedures
- Support internal communication
- Any other HR-related duties as assigned
✅ Requirements
- Bachelor’s Degree in Human Resource Management or related field
- 3–5 years experience in a similar position
- Good communication and interpersonal skills
- Ability to multitask and meet deadlines
📩 How to Apply
Send your updated CV and cover letter to hr@xyzcompany.com by August 15, 2025. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. Generic Job Title
“Assistant Human Resource Manager” is technically correct—but it lacks personality and purpose. There’s no hint at company culture, mission, or who this role is really for.
2. The Introduction Is Cold and Vague
There’s no story. No mission. No context. It reads like a compliance document, not an opportunity. It doesn’t answer the questions top candidates are asking:
What does this company do? What’s their culture like? Why should I care about this role?
3. No Mention of Company Culture or Values
There’s zero information about what kind of environment the candidate will be working in. Are they joining a traditional HR department or a fast-moving startup? Will they be supported or siloed? Candidates have no idea.
4. Responsibilities Are Bare Minimum
The tasks are so vague that they could apply to almost any HR role at any company. “Any other duties as assigned” signals that the company hasn’t thought deeply about the role—or worse, that the person will be expected to do everything.
5. No Salary or Benefits Information
Leaving out compensation and perks feels outdated. Today’s candidates expect transparency. When you don’t mention salary, it raises red flags about pay equity or company values.
6. The Hiring Process Feels Dismissive
Saying “Only shortlisted candidates will be contacted” tells applicants:
You’re just a number to us.
It shows no regard for their time, effort, or interest.
7. The Tone Is Cold and Bureaucratic
Nothing about this post feels warm, personal, or human. There’s no effort to connect. No sense of who the team is. No motivation to apply.
Bonus Tips That Make Your Job Post Stand Out
Even if your job description already checks all the major boxes—clear role, strong intro, transparent salary, great culture pitch—these extra touches can make a surprising difference.
Here are a few advanced tips you can include to build trust, increase conversions, and leave a great first impression.
✅ 1. Add a Trust Notice About Privacy and Security
In today’s world of scams and phishing attempts, a simple line about candidate safety can go a long way in building credibility.
Add something like this at the bottom of your post:
⚠️ Important Notice: We take the security and privacy of all job applicants seriously. We will never ask for payment, banking information, or personal financial details during any part of the hiring process.
This makes your hiring process feel safer and more transparent—especially for entry-level or vulnerable applicants.
✅ 2. Mention Leave Days or Flex Time
Don’t just talk about work—talk about rest too. Candidates today care about balance and well-being. If you offer flex days, wellness time, or any kind of leave structure, say it clearly.
Example:
“Enjoy up to 24 flex leave days per year, so you can recharge and come back stronger.”
Even a small leave policy, when framed well, feels like a big benefit.
✅ 3. Highlight Training and Growth Opportunities
If you offer any kind of internal training, mentorship, or upskilling—say it! Candidates love to grow, and knowing you invest in their development builds loyalty before they even apply.
Example:
“We invest in your growth. You’ll receive onboarding support, 1:1 mentorship, and access to quarterly workshops designed to help you sharpen your leadership and HR operations skills.”
Even if your team is small, mention what kind of learning environment you foster.
✅ 4. Add a Video from the Hiring Manager or CEO
We’ve said it before, but it’s worth repeating: video = connection.
Adding a short Loom or YouTube clip from the person they’ll work with (or report to) builds instant trust and separates your post from 99% of others.
What to say in the video:
- A quick intro to who you are
- What kind of person you’re hoping to hire
- What excites you about the role and the company
- What success in the role looks like
It doesn’t need to be polished. Just be real.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
Should You Use AI to Write a Job Description?
Lately, it feels like everyone is one-click generating job posts using AI tools. Some ATS platforms—like Manatal or Workable—even offer auto-generated templates inside their dashboards.
But here’s the real question:
Is using AI to write job descriptions actually a smart move?
The short answer? Yes and no.
❌ Why You Shouldn’t Rely on AI Alone
Using AI to instantly spit out a job post with no context, no culture, and no custom input might save you time—but it could also hurt your hiring results.
Here’s why:
- Generic posts attract generic applicants.
You’ll get a flood of mismatched candidates—because the post doesn’t speak to anyone specific. - It damages your brand.
Your job post is often a candidate’s first impression of your company. If it feels robotic or disconnected, it reflects poorly on your culture—even if that’s not who you really are. - You’ll miss the real connection.
AI doesn’t know your tone, values, or mission unless you tell it. And even then, it needs careful prompting to sound right.
✅ The Right Way to Use AI: Guide It Like a Creative Partner
AI can be an incredibly powerful tool—if you feed it the right raw materials. Think of it as your assistant, not your replacement.
Here’s how to get great results from tools like ChatGPT:
🛠️ Step 1: Give It Real Inputs
Before asking AI to write anything, prepare the following:
- What your company does (mission, size, values, team vibe)
- What this specific role will be doing
- What kind of person you’re looking for (soft skills + hard skills)
- Any perks, salary, or benefits you offer
- Your tone (formal? friendly? startup-style?)
🗣️ Step 2: Use This Prompt Template
“Write a job description for our company, TranzPort Solutions. We’re hiring an Assistant HR Manager to support onboarding, internal communication, and team culture initiatives. Our team is collaborative, values trust and ownership, and we operate in a fast-paced logistics environment. We want to attract people who are proactive, great with systems, and deeply people-first. We offer flexible leave, mentorship, health insurance, and wellness stipends. Our salary range is KES 85,000–110,000/month. Please write the post in a warm, human tone that speaks directly to the candidate, and keep the format skimmable. Here are some notes I’ve drafted to get you started: [Paste your notes].”
This gives the AI something to work with. Then you can shape, refine, and personalize the result.
🧽 Step 3: Polish It with Your Voice
Don’t copy and paste the output blindly.
Instead:
- Clean up the tone to match your brand
- Add a hiring video if possible
- Adjust the intro and benefits to reflect what your team truly offers
- Recheck for clarity, warmth, and candidate appeal
Treat the AI’s draft as a foundation, not a finished product.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Copy-Paste Assistant HR Manager Job Description
✅ Option 1: Conversational, Culture-First Style
📌 Job Title: Assistant HR Manager
📍 Location: [Location]
💼 Type: [Job Type]
💰 Salary: [Salary Range]
🎥 Meet the Team
Watch this quick welcome from your future manager:
👉 [Insert Loom/YouTube Link]
🏢 Who We Are
We’re [Company Name], a growing [industry/sector] company on a mission to build an engaged, people-first team. Whether we’re managing internal processes or planning for scale, we know one thing: strong HR isn’t just a department—it’s the foundation of a great culture.
That’s why we’re looking for an Assistant HR Manager who’s proactive, people-focused, and excited to help us grow responsibly.
👀 What You’ll Do
- Assist in recruitment, onboarding, and employee transitions
- Keep our HR systems and records up-to-date
- Help plan internal trainings, performance reviews, and team check-ins
- Coordinate policy updates and ensure legal compliance
- Support payroll inputs and track leave requests
- Be a steady, supportive presence for both the team and the HR Manager
✅ What We’re Looking For
- 2+ years of HR, People Ops, or Admin experience
- Strong communicator—written and verbal
- Comfortable with HR software (like BambooHR, Bitrix, or Zoho)
- Detail-oriented and organized under pressure
- People-first mindset and a collaborative spirit
🎁 Perks & Benefits
- Health insurance after 3 months
- [#] Annual leave days + optional flex days
- Paid onboarding, training, and mentorship
- Monthly wellness allowance or wellness app access
- Transport or remote work support
💡 Why This Role Is a Great Fit
This isn’t a box-ticking job—it’s a growth opportunity. You’ll be involved in shaping team culture, improving HR systems, and working directly with leadership. If you want to move beyond paperwork and build real impact, you’ll thrive here.
📥 How to Apply
We use WorkScreen to evaluate candidates fairly.
You’ll complete a short, role-relevant task—designed to reflect how you actually work, not just what your resume says.
Apply here → [Insert WorkScreen Job Link]
We’ll respond to every applicant.
✅ Option 2: Structured Format
Job Title: Assistant HR Manager
Location: [Location]
Job Type: [Full-Time / Part-Time / Contract]
Salary: [Salary Range]
🎥 Meet the Team
Watch this quick welcome from your future manager:
👉 [Insert Loom/YouTube Link]
Job Brief:
We are hiring an Assistant HR Manager to support the daily operations of our HR department. This role involves recruitment support, employee onboarding, internal communication, and assisting with key people processes across the company.
Responsibilities:
- Support hiring and onboarding workflows
- Maintain and organize employee records in our HRIS
- Assist with training coordination and performance reviews
- Help ensure legal compliance and company-wide policy updates
- Communicate with employees and managers on HR-related issues
- Track leave, attendance, and payroll documentation
Requirements:
- Bachelor’s degree in HR, Business, or related field
- 2+ years of HR or administration experience
- Strong written and verbal communication
- Ability to work independently and manage multiple priorities
- Familiarity with HR tools like BambooHR, Bitrix, Zoho, etc.
Perks & Benefits:
- Health coverage after probation
- [#] Paid leave days + national holidays
- Paid onboarding and optional training workshops
- Transport allowance or remote work stipend
- Wellness resources (gym, therapy, or apps)
How to Apply:
Submit your application through WorkScreen: [Insert Link]
You’ll complete a short task-based evaluation. We review every application and respond within [X] business days.
Let WorkScreen Handle the Rest
Once you’ve written a compelling, human-centered job post, the next step is making sure your hiring process lives up to it.
That’s where WorkScreen comes in.
Here’s how WorkScreen helps you hire smarter:
✅ Quickly spot your most promising candidates
Our platform automatically evaluates applicants, scores them based on performance, and ranks them on a real-time leaderboard—so you can skip the guesswork and go straight to the best fits.
✅ Test for real skills—not just résumés
Create one-click assessments for the role you’re hiring for. That means you’re hiring based on what candidates can actually do, not just what they say they’ve done.
✅ Filter out low-effort, AI-generated applications
WorkScreen detects generic, copy-paste answers and flags low-quality submissions—so you don’t waste time reviewing fluff. You only see thoughtful, high-effort applications from people genuinely interested in your role.
✅ Deliver a smooth, fair, and fast candidate experience
No logins. No lengthy forms. Candidates get a clear, mobile-friendly experience—and you get structured, easy-to-compare results.
Want to see it in action? Create your first job post on WorkScreen Let WorkScreen handle the evaluation—while you focus on building a team that fits.
FAQ
When hiring an Assistant HR Manager, look for a balance of technical, interpersonal, and organizational skills. Here are the most important:
- Communication skills: They’ll be interacting with employees, handling sensitive information, and facilitating internal processes—clear, empathetic communication is non-negotiable.
- Organization and attention to detail: Managing records, deadlines, payroll inputs, and legal compliance requires someone who’s methodical and thorough.
- Discretion and trustworthiness: They’ll be handling confidential employee information—so integrity and sound judgment are key.
- Problem-solving mindset: A good Assistant HR Manager doesn’t just follow policy—they help improve it by spotting bottlenecks and suggesting smarter systems.
- Tech-savviness: Familiarity with HR software (like BambooHR, Bitrix24, or Zoho People) and digital workflows is now expected in most modern companies.
Salaries vary depending on location, industry, company size, and experience. However, here are some general benchmarks:
- Kenya: KES 70,000–110,000/month
- United States: $55,000–$75,000/year
- UK: £30,000–£40,000/year
- India: ₹4.5–6.5 LPA
Entry-level roles or companies willing to train may offer lower salaries, while experienced candidates with strong HR systems knowledge may command more.
An HR Assistant typically handles entry-level administrative support (e.g., scheduling interviews, filing paperwork), while an Assistant HR Manager supports strategic HR operations, collaborates with leadership, and often oversees junior HR staff or projects. The latter role requires more decision-making, initiative, and leadership potential.
If your salary isn’t top of market, focus on what you can offer:
- Flexible work options or reduced hours
- Mentorship and growth opportunities
- Ownership over projects
- Exposure to leadership and business decisions
- A culture of trust, fairness, and autonomy
Being honest and transparent about these perks in your job post can attract mission-driven, growth-minded candidates.
