HR Generalist at Talent Lab Limited

Description and Objectives

• The Human Resources (HR) Generalist will play a critical role by managing various HR functions and providing support to employees and management.
• The ideal candidate will serve as a key point of contact for both internal and external employees and management, providing guidance and support on HR-related matters.
• The ideal candidate will have the responsibility of managing all HR activities as well as identifying, engaging, and hiring top talent  and helping Talent Lab’s clients build a diverse and skilled workforce both locally and internationally.

Responsibilities

Technical Responsibilities

• Recruitment & Selection:
• Collaborate closely with hiring managers, HR colleagues, and project owners to understand hiring needs and align recruitment efforts.
• Utilize various online platforms, job boards, and social media networks to source bilingual candidates.
• Employ Boolean search techniques to identify potential candidates with specific skills.
• Evaluate candidates' resumes, work experience, and qualifications to determine their suitability for specific roles.
• Use competency-based interview techniques to assess candidates' abilities and alignment with job requirements.
• Develop a deep understanding of the cultural nuances and expectations related to the target language and region.
• Prepare and present candidates to hiring managers, highlighting their relevant skills, experience, and language abilities.
• Provide clear and concise feedback to both candidates and hiring managers.
• Stay informed about industry-specific trends, salary benchmarks, and competitive hiring landscapes in regions where the second language is prevalent.
• Proactively source candidates through various channels, such as job boards, social media, networking events, and referrals.

Payroll Processing:

• Collaborate with the finance department to ensure accurate and timely payroll processing.
• Handle payroll-related inquiries from employees and address any discrepancies.

Compensation and Benefits Analysis:

• Assist in conducting market research and analysis to determine competitive salary and benefits packages.
• Administer and analyze compensation surveys to ensure the organization's compensation remains competitive.

Performance Management Systems:

• Manage and maintain performance management software or tools used for goal setting, performance evaluations, and feedback.
• Develop and track HR metrics and KPIs related to turnover, retention, recruitment, and other HR functions.
• Engage with potential candidates through personalized outreach and establish strong relationships.

Training and Development Programs:

• Coordinate and track employee training and development programs, including e-learning platforms or specialized software.

Workforce Planning and Analytics:

• Use HR data and analytics tools to assist in strategic workforce planning.
• Identify trends and patterns in employee data to support talent acquisition and retention strategies.

Employee Engagement Surveys:

• Administer and analyze employee engagement surveys, leveraging technology for data collection and analysis.
• Develop action plans based on survey results.
• Implement and maintain employee self-service portals that allow employees to access HR-related information and perform tasks online.

Institutional Responsibilities

• Strong organizational skills for managing employee data, interview notes, and other documentation and ability to generate reports and analytics to track HR metrics.
• Collaboration skills to work effectively with both internal and external stakeholders, hiring managers, HR colleagues, and other departments.
• A commitment to staying updated on industry best practices, diversity and inclusion initiatives, and HR-related trends.
• Willingness to engage in professional development opportunities.
• A commitment to promoting diversity and inclusion in the hiring process.
• Strategies to attract and engage candidates from diverse linguistic backgrounds.
• High ethical standards and professionalism in all interactions with candidates, colleagues, and external partners

Required Competencies

Core requirements

• Demonstrated ability to use technology for all HR activities.
• Proficiency in sourcing and identifying clients to fulfill their talent requirements.
• Proficient in sourcing and engaging professionals effectively.
• Setting and monitoring performance goals, providing constructive feedback and coaching to employees.
• Ability to conduct effective interviews and assess candidate qualifications & Skill in sourcing and attracting top talent.
• Understanding of HR laws, regulations, and compliance and knowledge of HR best practices and industry trends.
• A commitment to continuous learning and staying updated on HR trends and identifying and addressing personal development needs.
• Awareness of industry trends, salary benchmarks, and competitive hiring landscapes in the developmental industry.
• Knowledge of relevant labor laws and regulations to ensure compliance in the hiring process.

Required Education and Experience

• Bachelor’s Degree in Human Resources, Business Administration, Social Sciences, or related field;
• Minimum of three (3) years of progressive & Proven experience as an HR Generalist or in a similar HR role in the developmental sector.
• Professional HR certification (e.g., PHRi, CIPM).
• Knowledge of relevant employment laws and regulations.
• Strong organizational and problem-solving skills.
• Equal employment opportunity statement