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 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
Employee Onboarding and Integration:

• Orientation Programs: Develop and implement comprehensive orientation programs to acclimate new employees to the company culture, policies, and procedures.
• Documentation: Ensure all necessary documentation, such as employment contracts, non-disclosure agreements, and benefits enrollment forms, are completed accurately and timely.

Payroll Processing:

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

Change Management:

• Transition Planning: Develop and execute transition plans that include timelines, milestones, and key deliverables to ensure a smooth integration process.
• Communication: Maintain clear and consistent communication with all stakeholders to manage expectations and reduce uncertainty.

Employee Relations:

• Support and Counseling: Provide support and counseling to employees experiencing difficulties with the transition, addressing any concerns or grievances.
• Engagement Initiatives: Implement initiatives to boost employee morale and engagement during the transition period.
• Feedback Mechanisms: Establish channels for receiving feedback from employees about the transition process and make necessary adjustments.

Compensation and Benefits Analysis:

• Assist in conducting market research and analysis to determine competitive salary and benefits

Conflict Resolution:

• Issue Resolution: Address and resolve conflicts or issues that may arise during the transition, ensuring a harmonious work environment.
• Mediation: Act as a mediator between employees and management to resolve disputes and foster mutual understanding.

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.
• Strategies to attract and engage candidates from diverse linguistic backgrounds.
• High ethical standards and professionalism in all interactions with candidates, colleagues, and external partners.

Duty Station

• The role is in Talent Lab’s Head Office but will require client calls in and outside the FCT.

Required Competencies
Core requirements:

• Demonstrated ability to use technology for all HR activities.
• Proficient in engaging professionals effectively.
• Setting and monitoring performance goals, providing constructive feedback and coaching to employees.
• 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 employee engagement process.

Required Education and Experience

• Bachelor’s Degree in Human Resources, Business Administration, Social Sciences, or related field;
• Minimum of four (4) years of progressive & Proven experience as an HR Generalist or in a similar HR role in the developmental sector.
• Proven experience with change management, staff transition, mergers & acquisition would be an added advantage.
• Professional HR certification (e.g., PHRi, CIPM).
• Knowledge of relevant employment laws and regulations.
• Strong organizational and problem-solving skills.

Equal employment opportunity statement:

• Talent Lab is an equal employment employer.
• We do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, gender, national or ethnic origin, age, marital status, genetic information, or any other status or characteristic protected under applicable laws.