HR Generalist

Role Objective To build and strengthen the people environment of the organization by bringing together talent, employee experience, development, retention, and people governance. Roles and Responsibilities Run a structured onboarding and orientation framework that gives every employee role clarity, team context, and cultural grounding from Day 1, using standardized check-ins (e.g., a 30/60/90-day model) to track early risk signals and feed recurring gaps back into onboarding design. Build genuine organizational insight through a defined cadence of employee touchpoints — 1:1s, stay interviews, structured observation — logging themes (role fit, wellbeing, growth) into a running record to make patterns traceable over time. Partner with managers using a root-cause-first approach to team-level challenges, diagnosing the actual driver behind an issue before designing a proportionate HR intervention. Apply pattern analysis across performance, engagement, and attrition data, segmenting retention drivers into aspirational, managerial, role-design, and organizational categories to prioritize interventions with the most impact. Own recruitment pipelines proactively, forecasting hiring needs against business growth and tracking pipeline health through defined metrics — stage-wise conversion, time-to-hire, recurring bottlenecks — to keep hiring predictable. Lead Talent Acquisition using clear, calibrated evaluation criteria across interviewers and a consistent candidate experience, aligning every hire to long-term organizational needs. Build HR frameworks and documentation using a minimum-viable-process principle, adding enough structure to ensure fairness and consistency, and continuously benchmark employment practices, statutory requirements, and talent-market movement to translate external shifts into internal action. Own every identified people gap from root-cause diagnosis through implementation and full closure Skills and Qualifications required 2+ years of hands-on HR experience with exposure across Talent Acquisition and people processes. Should have a master's degree in Management or Organizational Behaviour. Strong understanding of HR fundamentals, employment practices, and applicable statutory requirements. Practical awareness of talent-market conditions, compensation practices, hiring benchmarks, retention considerations, and evolving workplace expectations. Strong recruitment capability, including proactive sourcing, talent mapping, pipeline development, candidate assessment, and stakeholder coordination. Strong observation and people-understanding skills, with the ability to identify patterns that may not be immediately visible through formal feedback mechanisms. Strong communication, listening, and counseling ability, with the confidence to engage directly with employees, managers, and leadership on people matters. Sound judgment and discretion when handling sensitive employee and organizational…