Human Resources Generalist

Function Purpose The Human Resources (HR) function is a critical component responsible for managing talent, fostering employee development, shaping the organizational culture, and ensuring compliance with legal and regulatory requirements. This function aims to attract, develop, engage, and retain a skilled workforce while maintaining a compliant and ethical work environment. Role Purpose The Business HR (BHR) plays a critical role in aligning business objectives with employees and management. Key Expectations of the Role Recruitment & Talent Acquisition Coordinate end-to-end recruitment activities for assigned departments or business units. Work closely with hiring managers to define job requirements, create job descriptions, and identify talent gaps. Post job ads on appropriate platforms and screen resumes. Schedule and conduct preliminary interviews; coordinate with interview panels. Maintain recruitment trackers and ensure timely closure of open positions. Daily Attendance Management Monitor and track daily employee attendance using HRMS or attendance systems. Coordinate with IT/Admin for resolving attendance hardware/software issues. Ensure employees are aware of attendance policies and compliance expectations. Support payroll processing by sharing accurate attendance data. Secondary Responsibilities: Support employee engagement initiatives. Assist in handling employee grievances and queries related to HR policies. Ensure HR compliance with internal policies and labor laws. Contribute to HR audits, documentation, and reporting. Competencies Required for the Role HR Functional Expertise: Demonstrates in-depth knowledge and expertise in talent acquisition, training, development, organization development, and compliance. Keeps updated with industry best practices and emerging trends in HR. Communication and Relationship Building: Exhibits strong communication and interpersonal skills to build relationships with candidates, employees, and stakeholders. Effectively communicates HR policies, procedures, and initiatives to the organization. Problem-Solving and Decision-Making: Possesses excellent problem-solving skills and the ability to make sound decisions based on data and analysis. Handles complex HR issues and conflicts effectively and timely. Leadership and Team Management: Demonstrates effective leadership and team management skills to motivate and guide HR teams. Creates a positive work environment, encouraging collaboration and professional growth. Personal (Educational Qualifications/Traits) Educational Background: A bachelor's or master's degree in human resources, business administration, or a related field is required. Relevant certifications in HR are highly desirable. Experience: Significant experience in HR, particularly in talent acquisition, training, development, organization development, and compliance, preferably within the insurance or financial services sector. Certifications: Relevant certifications such as SHRM-SCP, SPHR, CIPD, or equivalent HR certifications are highly beneficial. Communication Skills: Exceptional written and verbal communication skills, with the ability to effectively communicate HR-related information and interact with diverse stakeholders. Ethical Standards: Adheres to high ethical standards and maintains confidentiality while dealing with sensitive HR matters.