HR Generalist

What You Can Expect :

Recruitment & Selection:

• •Partner with hiring managers to define role requirements and create/update job descriptions.
• •Initiate and manage job requisitions through Workday.
• •Post job openings on internal and external platforms, and source candidates proactively via LinkedIn, referrals, and networking events.
• •Review resumes and conduct initial candidate screenings.
• •Assess applicants for role fit, cultural alignment, and qualifications.
• •Schedule interviews with hiring managers and coordinate panel logistics.
• •Serve as the main point of contact for candidates throughout the recruitment process.
• •Ensure timely communication, feedback, and updates to all applicants.
• •Provide interviewers with structured guides, evaluation forms, and relevant training as needed.
• •Draft and extend offer letters in coordination with compensation guidelines.
• •Facilitate background checks, reference checks, and pre-employment screening.
• •Track key hiring metrics such as time-to-fill, cost-per-hire, source effectiveness, and diversity of applicants.
• •Support the management of relationships with recruitment agencies, job boards, and background screening vendors as required.
• •Deliver or coordinate new hire orientation programs that cover company culture, policies, and systems.
• •Collect feedback from new hires to improve onboarding experience.

HR Planning:

• •Support department leaders to assess current workforce capabilities and identify future talent needs.
• •Collect and analyse HR data (e.g., headcount, turnover, skills inventory) to support short- and long-term workforce planning.
• •Support the maintenance of organizational charts and staffing models.
• •Assist in identifying key roles and potential internal successors.
• •Collaborate with managers to assess team competencies and skill gaps.
• •Help develop strategies to close gaps through training, hiring, or restructuring.
• •Provide data-driven recommendations for hiring, restructuring, or cost-saving measures.
• •Leverage HRIS and reporting tools to track people metrics related to planning.

Rewards & Recognition:

• •Research compensation standards set by industry and governing bodies in order to create salary structures and administer employee benefits.
• •Provide first line advice on current and existing benefits for employees and managers.

• •Support the design, implementation, and administration of employee recognition and rewards programs.
• •Track employee work anniversaries and milestones using HRIS.
• •Organize communications and events to celebrate key employee milestones.
• •Collaborate with managers to identify high-performing employees for rewards such as bonuses, promotions, or non-monetary recognition.
• •Help align recognition with performance management outcomes and annual reviews.
• •Create and distribute recognition-related communications (e.g., newsletters, intranet posts, announcements).
• •Highlight employee achievements in company-wide meetings or internal media.

Performance Management:

Support the coordination of the full performance review cycle, including goal setting, mid-year check-ins, and year-end evaluations.

• •Support timelines, communications, and tools associated with the review process.
• •Support employees and managers in setting SMART goals that align with organizational objectives.
• •Monitor progress on goal tracking and support manager to ensure goals are updated regularly.
• •Advise managers on handling underperformance, setting expectations, and conducting development-focused discussions.
• •Ensure accurate and timely documentation of performance evaluations, improvement plans, and disciplinary actions.
• •Compile performance-related metrics (e.g., completion rates, ratings distribution, trends).
• •Present insights to HR leadership for strategic workforce planning and talent development.
• •Gather feedback from employees and managers to improve the performance management process.
• •Help connect performance outcomes to training opportunities, internal mobility, and succession planning.

Learning & Development:

• •Collaborate with managers and employees to identify skill gaps and training needs across departments.
• •Use performance reviews, surveys, and business goals to inform L&D priorities.
• •Assist in conducting individual, team, or organizational training needs analysis (TNA).
• •Coordinate logistics for internal and external training programs, workshops, and seminars.
• •Assist in the development of training manuals, job aids, and e-learning content when required.
• •Liaise with external training vendors and consultants to schedule sessions and manage agreements.
• •Evaluate vendor effectiveness and recommend changes as needed.
• •Track licenses and certifications where applicable and ensure renewals are managed.
• •Collect feedback through surveys, assessments, and interviews to evaluate training effectiveness.
• •Track key metrics such as participation rates, satisfaction scores, knowledge retention, and business impact.
• •Promote a continuous learning culture through internal communication, recognition, and participation initiatives.
• •Help organize “lunch & learns,” knowledge-sharing sessions, and peer learning programs.

Industrial Relations & Compliance:

• •Ensure adherence to Irish and EU labour laws and monitor changes in employment legislation and recommend updates to HR policies and procedures.
• •Maintain compliant HR documentation (e.g., employee files, disciplinary records, wage notices).
• •Assist in the development, interpretation, and consistent application of HR and workplace policies.
• •Advise managers and employees on policies and legal responsibilities.
• •Assist in the investigation and resolution of employee grievances, complaints, or disciplinary matters.
• •Document outcomes of disputes and disciplinary actions appropriately.
• •Conduct or assist with investigations involving workplace misconduct, harassment, or other policy violations.
• •Ensure investigations are thorough, timely, confidential, and legally defensible.
• •Prepare for and support internal and external audits.
• •Support the monitoring of HR-related legal risks and escalate complex issues to HR leadership or legal counsel.
• •Track employee relations trends (e.g., absenteeism, complaints, disputes) and recommend preventive measures.
• •Prepare documentation and background support for unemployment claims, legal inquiries, or hearings.

Employee Participation & Communication:

• •Develop and distribute HR-related communications such as policy updates, benefits information, training opportunities, and organizational announcements.
• •Ensure consistent, clear, and timely communication across various channels (e.g., email, intranet, digital signage, bulletin boards).
• •Draft content for employee newsletters, announcements, or HR events.
• •Coordinate employee engagement initiatives such as surveys, town halls, and suggestion programs.
• •Collect, analyse, and summarize employee feedback to identify trends and concerns.
• •Support wellness initiatives, mental health programs, and work-life balance efforts.
• •Promote employee assistance programs (EAP) and wellness resources.
• •Promote and help coordinate participation in company events, employee appreciation days, wellness initiatives, and team-building activities.
• •Communicate event details and encourage involvement across departments and locations.
• •Ensure employees are aware of, understand, and can access key HR policies and resources.
• •Monitor the effectiveness of employee communication and participation initiatives through metrics (e.g., open rates, participation rates, survey results).
• •Recommend improvements to enhance clarity, inclusivity, and engagement in internal communications.

Leavers & Employee Offboarding:

• •Coordinate the end-to-end offboarding process for resignations, retirements, layoffs, and terminations.
• •Act as the point of contact for departing employees, ensuring a smooth and professional exit experience.