Human Resources Generalist at Technology for Social Change and Development Initiative

Responsibilities

• Develop and implement Talent strategies and initiatives aligned with the overall organizational strategy.
• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization.
• Manage compensation and benefits administration, including payroll processing, ensuring accuracy, fairness, and compliance.
• Develop and maintain a comprehensive human resources system that meets the organization’s information and reporting needs.
• Interpret and advise on employment legislation; develop and implement policies on workplace issues such as disciplinary procedures, absence management, working conditions, performance management, and equal opportunities.
• Design, oversee, and manage the organization’s performance appraisal system to drive accountability, continuous feedback, and high performance across all levels.
• Partner with leadership to ensure that performance evaluation outcomes are translated into learning, development, and career growth plans that strengthen organisational capabilities.
• Develop and champion the onboarding process, ensuring it is up-to-date, structured, and of high quality, providing clarity and connection for all employees regarding the organisation’s vision and values.
• Bridge leadership and employee relations by addressing demands, grievances, and other workplace issues promptly and fairly.
• Manage the organization’s end-to-end recruitment and selection process from hiring to offboarding, ensuring an excellent candidate and employee experience.
• Develop, analyze, and update the organization’s salary budget, maintaining internal equity and market competitiveness.
• Support current and future organizational needs through the development, engagement, motivation, and retention of human capital.
• Embody the organization’s culture and nurture a positive, inclusive, and performance-driven working environment.
• Lead Learning and Development efforts by conducting needs assessments, designing relevant training interventions, and managing the annual L&D budget to build a capable and future-ready workforce.
• Evaluate the effectiveness of training and performance programs through data-driven insights and recommend continuous improvement strategies.
• Report to leadership and support data-informed decision-making processes through HR metrics and analytics.
• Ensure full legal compliance in line with labor laws and regulatory requirements.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 4–6 years of HR experience, preferably in a generalist capacity with exposure to L&D and performance management.
• Professional HR certification (e.g., CIPM, SHRM, PHRi)
• Demonstrated experience supporting performance evaluation cycles and implementing training programs.
• Solid understanding of labor laws and HR best practices.
• Strong knowledge of HR functions (recruitment, employee relations, performance management, payroll, etc.).
• Excellent communication and interpersonal skills.
• High level of confidentiality, integrity, and professionalism.
• Strong organizational and time-management abilities.
• Proficiency in MS Office Suite and HRIS systems.
• Problem-solving skills with a proactive mindset.