About This Role
The HR Generalist serves as a core pillar of people operations, managing day-to-day HR workflows, supporting employee retention, coordinating closely with team leaders to monitor capacity and project progress, and helping surface delivery bottlenecks across teams. This role is ideal for an HR professional who thrives in a dynamic and growing organization driven by innovation and teamwork.
Responsibilities
- Collect hiring requirements from department heads and maintain an active hiring tracker
- Publish job vacancies, screen resumes, conduct initial HR interviews, and coordinate technical rounds
- Manage candidate follow-ups, offers, joining confirmations, and weekly recruitment status reports
- Collect joining documents and maintain accurate, confidential employee files
- Coordinate smooth inductions, policy acknowledgements, probation tracking, and confirmation reviews
- Monitor attendance, leave, absenteeism, and employee master data
- Submit accurate monthly payroll inputs and coordinate with Finance regarding salaries, incentives, reimbursements, and approved deductions
- Respond to employee queries and handle routine grievances professionally and fairly
- Document concerns, apply company policies consistently, and escalate serious or sensitive matters to the Managing Director
- Coordinate performance reviews, probation feedback, confirmation decisions, and performance improvement plans (PIPs)
- Follow up with team leads on goals, continuous feedback, and pending evaluation reviews
- Conduct short weekly check-ins with each team leader to review team capacity, workload, attendance, blockers, and delivery risks
- Maintain a simple project/workstream tracker tracking status, milestones, delayed items, blockers, owners, and expected resolution dates
- Identify people-related bottlenecks (skill gaps, understaffing, unclear ownership, dependency delays, absences, or team conflicts)
- Escalate project risks and unresolved blockers to project managers, technical leads, and the MD; track actions until fully resolved
- Help team leaders follow up on commitments and cross-team dependencies without taking ownership of technical estimates
- Conduct regular employee check-ins to identify early signs of dissatisfaction or retention risks
- Conduct structured exit interviews, analyze resignation trends, and recommend practical retention actions to management
- Maintain up-to-date HR policies, employee registers, statutory records, and compliance calendars
- Coordinate applicable workplace compliance with management or qualified advisors
- Track resignations and notice periods; coordinate smooth handovers, asset returns, and IT access removals
- Coordinate exit documentation and full-and-final (F&F) settlements with the Finance team
