Position Overview

We are seeking a hands-on HR Generalist to take ownership of the full employee lifecycle. This role is designed for an operational expert who excels in high-volume recruitment, meticulous personnel administration, and seamless HR operations.

While the core function is operational, we are looking for someone who thinks strategically. If you have experience in Organizational Development (OD)—such as shaping culture, driving engagement, or leading change initiatives—you will have the unique opportunity to expand your impact and partner with leadership on long-term people strategy.

Key Responsibilities1. Talent Acquisition & Recruitment

Manage the end-to-end recruitment cycle, from workforce planning and job posting to interviewing, selection, and offer management.
Partner closely with department heads to forecast hiring needs and develop effective sourcing strategies.
Build and maintain a strong talent pipeline using job boards, social media, and networking to reduce time-to-hire.
Champion a best-in-class candidate experience, ensuring smooth transitions from offer acceptance through onboarding.

2. Personnel Management & Employee Relations

Act as the primary point of contact for all employee inquiries, providing guidance on company policies, benefits, and workplace matters.
Manage the complete employee lifecycle, including promotions, transfers, and offboarding/exit interviews.
Maintain absolute accuracy and confidentiality of all personnel files, ensuring digital and physical records are audit-ready.
Support managers in handling performance improvement plans, disciplinary actions, and grievance procedures with fairness and compliance.

3. HR Operations & Compliance

Oversee the daily administration of HR systems (HRIS), ensuring data integrity and generating reports for decision-making.
Administer employee benefits programs (health insurance, leave policies, etc.) and coordinate payroll changes with the finance team.
Ensure full compliance with local labor laws, data privacy regulations, and statutory reporting requirements.
Continuously review and improve HR policies, procedures, and handbooks to enhance operational efficiency.

4. Organizational Development (OD) – Preferred, not required

Collaborate with leadership to design and roll out employee engagement surveys and translate feedback into actionable initiatives.
Support the design and delivery of learning & development programs to upskill the workforce.
Assist in succession planning and internal mobility to build a sustainable talent bench.
Contribute to change management efforts during periods of organizational growth or transformation.

Qualifications & Requirements

Must-Have (Core Requirements)

Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
Experience: Minimum of 3–5 years of experience in an HR Generalist, HR Specialist, or People Operations role.
Recruitment: Proven ability to manage multiple job requisitions simultaneously across different functions (e.g., commercial, technical, or operational roles).
HR Operations: Solid experience with HRIS platforms, benefits administration, and payroll coordination.
Personnel Management: Strong understanding of employee relations and performance management best practices.
Compliance: In-depth knowledge of local employment laws and regulatory frameworks.
Tech Skills: Proficiency with modern HR tools

Preferred (The "Plus")

Organizational Development: Prior exposure to culture-building, talent development, or change management projects.
Industry Experience: Background in [e.g., Technology, Retail, Services, etc.].

Key Competencies & Soft Skills

Operational Rigor: Meticulous attention to detail with the ability to manage high-volume administrative tasks without error.
Advisory Mindset: Confidence to coach and influence managers and employees at all levels.
Emotional Intelligence: High level of empathy, discretion, and professionalism when handling sensitive matters.
Adaptability: Comfortable working in a fast-paced environment with shifting priorities.
Problem-Solving: Proactive in identifying bottlenecks and proposing practical solutions.