HR Generalist

Requirements:

• The job requires minimum 3 years’ experience in HR field
• The job requires good understanding of systems and good PC skills
• Excellent English language knowledge; Excellent communication, interpersonal and organizational skills; work requires incumbents to exercise independence and discretion
• Judgment and critical thinking – using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems
• Ability to work on own initiative with effective time management, as well as being a strong team player
• Demonstration of ability to work within a team environment. Experience working with people of various levels and backgrounds, specifically with manufacturing associates
• Analytical skills and proactive attitude
• Understanding of HR policies and procedures

The purpose of this role is to manage the delivery of a supportive, professional HR service to all employees, ensuring the objectives of the HR function are achieved, and in alignment with achievement of overall business plan.
Dealing with operational HR, the incumbent of the job will get involved in a variety of areas, supporting operations coordinators and middle management, typically those areas are (but not limited to):

HR Business Partnering
Proactively partner with line managers to support performance and talent management processes. Coach managers to ensure high-quality performance conversations, manage complex employee relations cases (including disciplinary and grievance), and support compensation processes (offers, salary simulations for recruitments).

Training & Development
Lead the development and execution of the organization’s learning strategy. Support the identification of training needs, design annual training plans in alignment with business goals, oversee delivery and evaluation, and ensure continuous development opportunities are aligned with talent pipeline needs. Responsible for all TU Admin activities at organizational level.

Talent Acquisition & Onboarding
Co-ordinate the recruitment process at all levels within the organization; conduct needs analysis and manage onboarding process. Advise on job descriptions, conduct interviews, and ensure hiring decisions are aligned with organizational culture and compensation structure. Guide new recruits and their managers during on-boarding program.

Internal Communication
Manages completion and execution of the internal communication plan, ensuring regular, transparent, and consistent flow of information throughout the factory, monthly updates the comms. plan. Facilitate meaningful dialogue between management and employees, promoting engagement and cultural alignment.

HR Analytics & Reporting
Analyze and interpret HR metrics (e.g., turnover, absenteeism, workload, overtime) to identify trends and provide actionable insights to management. Deliver periodic and ad hoc reports, including statistical information and support data-driven decision-making.

Projects & Change Initiatives
Lead or support cross-functional HR projects, including organizational change initiatives, policy development, and process improvements. Drive continuous improvement within HR operations and contribute to shaping the HR agenda in line with business strategy.