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.

What This Role Will Do

• Own the employee lifecycle from hiring and onboarding through development, progression, retention, and exit, ensuring continuity across every stage of the employee experience.
• Build and continuously improve onboarding and orientation practices that help employees understand their role, team, organization, culture, and expectations from the beginning.
• Develop a strong understanding of the organizations people, working styles, team dynamics, capabilities, and evolving employee expectations through regular interaction and observation.
• Establish meaningful employee touchpoints and use insights from these interactions to identify concerns, patterns, capability gaps, and opportunities for improvement.
• Work with managers to address employee and team-level challenges with practical, balanced HR intervention rather than relying solely on policy or process.
• Identify patterns in performance, engagement, attrition, capability, and team dynamics and translate them into actionable people priorities.
• Strengthen retention through a deeper understanding of employee aspirations, career expectations, managerial practices, role design, and organizational factors influencing retention.
• Own recruitment pipelines for current and anticipated hiring needs, ensuring the organization maintains a ready and relevant pool of talent rather than beginning sourcing only when a vacancy arises.
• Track pipeline health, candidate availability, conversion, hiring timelines, and recurring hiring patterns to identify recruitment risks and improve hiring predictability.
• Lead Talent Acquisition with a focus on quality of hire, assessment judgment, candidate experience, talent pipelines, and alignment with long-term organizational needs.
• Build and improve HR frameworks, practices, and documentation that bring greater consistency and clarity to people decisions without creating unnecessary process.
• Stay current with employment practices, statutory requirements, compensation trends, talent-market movements, and evolving HR practices, translating relevant developments into practical organizational action.
• Take ownership of identified people gaps from diagnosis through implementation, ensuring that HR interventions are followed through rather than remaining as recommendations.

• 2+ years of hands-on HR experience with exposure across Talent Acquisition and people processes.
• Should have a masters 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.