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 matters.
• •High ownership and initiative; able to identify gaps, take action, and carry matters through to closure without constant direction.
• •Ability to work with ambiguity, changing priorities, and cross-functional stakeholders while maintaining clarity of thought and execution.
• •Ability to understand business context and translate it into practical people priorities and HR interventions.