HRGA & Legal Staff

Main Goals and Results of the Role

HR/Legal is responsible for hiring, onboarding, employee contracts, legal documents, supplier/client agreements, internal regulations, company culture, and management discipline support.

The main result of this role is that the company has the right people, correct contracts, clear regulations, and properly organized legal documentation.

Responsibilities, Functions and Ownership

A. Hiring and Recruitment

1. Receive hiring requests.
2. Prepare vacancy profiles.
3. Search and hunt candidates.
4. Publish vacancies.
5. Build candidate pipeline.
6. Conduct initial screening.
7. Organize final interviews with CEO or department owner.
8. Prepare test tasks.
9. Collect feedback after interviews.
10. Prepare offers.
11. Coordinate start dates.

B.Onboarding and Employee Records

1. Prepare onboarding plan.
2. Prepare employee contract.
3. Explain role expectations.
4. Explain reporting standards.
5. Explain company rules.
6. Track first-week adaptation.
7. Track employee contracts and renewal dates.
8. Track payroll information.
9. Notify about insurance payments.

C.Legal Documents

1. Prepare client agreements.
2. Prepare supplier agreements.
3. Prepare contractor agreements.
4. Prepare developer or partner agreements when needed.
5. Create new contract templates.
6. Control signing process.
7. Upload signed documents to correct folders.
8. Maintain contract database.

D. Regulations and Internal Processes

1. Prepare internal regulations and SOPs.
2. Help implement new regulations.
3. Explain new processes to employees.
4. Own weekly company meeting organization if assigned.
5. Prepare meeting agenda.
6. Write meeting minutes.
7. Track follow-up decisions after meetings.

E.Employee Performance and Culture

1. Collect employee reports when assigned.
2. Analyze employee role fit.
3. Recommend whether employee should stay, move to another role, be replaced, or be dismissed.
4. Support probation evaluations.
5. Identify discipline or performance risks.
6. Support internal company culture.

F.Search for Contractors and People

1. Search for employees, freelancers, outsourced specialists, and internal contractors when assigned.
2. If there is a blocker, propose options instead of only reporting the problem.
3. Examples of options: increase fixed salary, add KPI bonus, hire junior candidate, use referral search, use paid channels, reduce requirements, or outsource temporarily.