Senior HR Generalist

This role offers the opportunity to deliver strong HR fundamentals while contributing to the evolution of a more data‑driven, scalable, and business‑aligned HR function.

HR Service Delivery & Manager Support

• Provide end‑to‑end HR support across the employee lifecycle for assigned teams
• Act as a primary point of contact for managers on people matters, policies, and processes
• Enable consistent and effective application of HR practices aligned with company values and business needs
• Balance employee experience, risk management, and operational efficiency

Employee Relations & Compliance

• Manage employee relations matters including conduct, attendance, grievance, capability, disciplinary issues, discrimination, and harassment
• Guide managers on ER processes, documentation, and appropriate actions
• Support investigations and resolution of complex employee matters

• Ensure compliance with local employment legislation and internal governance standards

   

People Support for Assigned Business Groups

• Own HR support for defined teams, including manager coaching, workforce actions, and organizational changes
• Support managers on role clarity, performance challenges, engagement actions, and team effectiveness
• Use people data and context to inform recommendations and next steps
• Partner closely with HR colleagues to align local actions with broader people priorities

Talent, Performance & Rewards

• Partner with Talent Acquisition to support hiring, onboarding, and workforce integration
• Support performance management processes including goal setting, reviews, feedback, and documentation
• Manage or support compensation activities for assigned teams, including salary reviews, promotions, and job changes
• Support clear and timely communication of performance and reward outcomes

People Analytics, Automation & Systems

• Analyze HR data (headcount, attrition, engagement, performance, absence) to identify trends and insights
• Prepare dashboards, reports, and presentations for HR and business stakeholders
• Leverage HR systems to improve data quality, reporting, and self‑service adoption
• Identify opportunities to automate processes and simplify HR workflows
• Apply systems thinking to connect people data, processes, and business outcomes

HR Operations & Governance

• Maintain high standards of data accuracy and integrity within HR systems (PeopleSoft or similar)
• Manage documentation related to organizational changes, transfers, promotions, and exits
• Act as payroll liaison / backup, ensuring accurate and timely inputs
• Support audit, compliance, and reporting requirements

Engagement, Learning & Change

• Support engagement, recognition, and culture initiatives aligned with business priorities
• Partner with L&D to support learning programs and capability‑building initiatives
• Support action planning following employee engagement surveys
• Assist with change initiatives through structured communication and stakeholder coordination

What Success Looks Like

• Reliable ownership of HR delivery for assigned teams
• Managers experience timely, practical, and forward‑looking HR support
• Strong handling of employee relations with appropriate risk management
• Accurate, insightful people data and reporting
• Improved efficiency through effective use of systems and automation

• 5–7 years of progressive HR experience in a fast‑paced environment
• Strong hands‑on experience in employee relations, HR operations, and manager support
• Experience supporting performance management and compensation processes
• Strong comfort with HR systems, reporting, and people data
• Experience working with managers and cross‑functional stakeholders

Key Skills & Capabilities

• Strong HR fundamentals with a modern, future‑focused mindset
• Proficiency in Microsoft Suite (Excel, Word & PPT)
• Data literacy with ability to analyze and present people insights
• Strategic and systems thinking capability
• Comfort with automation, digital tools, and evolving HR technologies
• Clear communication and stakeholder management skills
• Sound judgment, confidentiality, and attention to detail
• Ability to operate independently while collaborating across HR

Reporting & Interfaces

• Reports to: Senior HR Manager / HR Leader
• Works closely with: Global HR colleagues, HRBPs, Talent Acquisition, COEs, Finance
• Supports: Assigned business teams