Human Resources Generalist

Position Summary:

The Human Resources Generalist is responsible for overseeing, managing, and guiding all facets of Human Resources throughout the employee lifecycle. This role serves as a strategic and operational partner to management and employees, ensuring compliance with labor laws, effective implementation of HR policies, employee engagement, talent acquisition, performance management, compensation and benefits administration, employee relations, learning and development, and organizational effectiveness.

Key Duties and Responsibilities:

1. Talent Acquisition and Onboarding

• Manage end-to-end recruitment processes, including manpower planning, sourcing, screening, interviewing, selection, and job offer administration.
• Coordinate onboarding programs to ensure seamless integration of new hires into the organization.
• Maintain and update recruitment databases and talent pipelines.

1. Employee Relations and Engagement

• Serve as one of the primary point of contact for employee concerns, grievances, and workplace issues.
• Facilitate conflict resolution and recommend appropriate interventions.

1. Performance Management

• Administer the organization's performance evaluation process.
• Guide managers and employees in setting goals, conducting evaluations, and creating development plans.
• Monitor employee performance and recommend appropriate actions when necessary.

1. Compensation and Benefits Administration

• Oversee employee compensation and benefits programs.
• Coordinate payroll-related HR activities and ensure accuracy of employee records affecting payroll.
• Address employee inquiries regarding benefits, leaves, and compensation matters.

1. Labor Relations and Compliance

• Ensure compliance with labor laws, government regulations, and company policies.
• Prepare and maintain HR documentation, notices, disciplinary actions, and employee records.
• Support investigations and disciplinary procedures while ensuring due process requirements are observed.

1. Learning and Development

• Identify training needs and coordinate learning and development initiatives.
• Monitor employee growth and succession planning efforts.
• Support leadership development and career progression programs.

1. HR Administration and Records Management

• Maintain accurate and confidential employee records and HR databases.
• Generate HR reports, metrics, and analyses to support management decisions.
• Ensure proper documentation, retention, and disposal of personnel records in accordance with company policies and applicable laws.

1. Policy Development and Organizational Support

• Assist in developing, reviewing, and implementing HR policies, procedures, and programs.
• Provide HR guidance and recommendations to management on workforce-related matters.
• Support organizational development initiatives that improve productivity, employee satisfaction, and business performance.

1. Employee Engagement and Culture Development

• Develop, implement, and evaluate employee engagement programs that enhance employee satisfaction, morale, productivity, and retention.
• Plan and facilitate employee activities, recognition programs, wellness initiatives, team-building events, and company-wide engagement campaigns.
• Conduct employee surveys, focus group discussions, and feedback mechanisms to assess workplace climate and identify opportunities for improvement.
• Partner with department heads to strengthen employee engagement, foster a positive work environment, and reinforce organizational values and culture.

• Bachelor's Degree in Human Resources, Psychology, Business Administration, or any related field.
• Proven experience in handling multiple HR functions, including recruitment, employee relations, compensation and benefits, performance management, and labor compliance.
• Strong knowledge of Philippine labor laws and HR best practices.
• Excellent communication, interpersonal, organizational, and problem-solving skills.
• High level of integrity, professionalism, and confidentiality.