Job Summary: The HR Generalist will play a crucial role in managing various HR functions, including recruitment, onboarding, HR business partner & benefits administration.

This position requires a proactive and detail-oriented individual who can handle multiple tasks and projects simultaneously while maintaining a high level of professionalism and confidentiality.

This is an individual contributor role & will be responsible to oversee HR generalist duties across all our offices i.e. United Arab Emirates, Kingdom of Saudi Arabia & Egypt.

As HR Recruiter

• Collaboration: Work closely with hiring managers to understand their staffing needs and develop effective recruitment strategies.
• Job Postings: Create and manage job postings on various platforms to ensure maximum visibility and reach.
• Candidate Sourcing: Utilize various channels to identify and attract potential candidates, including job boards, social media, and networking events.
• Screening and Interviewing: Conduct initial screenings and interviews to assess candidate qualifications and fit for the role.
• HR Reporting: Maintain accurate records of recruitment activities and provide regular reports to management.

As HR Onboarding Specialist

• Onboarding Coordination: Manage the onboarding process, including preparing offer letters, conducting orientation sessions, and ensuring all necessary paperwork is completed.
• New Hire Orientation: Conduct orientation sessions to introduce new employees to the company culture, policies, and procedures.
• Documentation: Ensure all new hire documentation is accurately completed and filed, including employment contracts, tax forms, and benefits enrolment.
• Communication: Serve as the primary point of contact for new hires, addressing any questions or concerns they may have during the onboarding process.
• Collaboration: Work closely with HR, IT, vendors and other departments to ensure new hires have the resources and support they need to succeed.
• Feedback and Improvement: Gather feedback from new hires about their onboarding experience and make recommendations for improvements.
• Compliance: Ensure compliance with all relevant labor laws and company policies during the onboarding process.

As HR Business Partner (HRBP) 

• Strategic HR Planning: Partner with business leaders to develop and implement HR strategies that support business goals and drive organizational performance.
• Employee Relations: Act as a trusted advisor to managers and employees on HR-related matters, including performance management, conflict resolution, and employee development.
• Talent Management: Support talent acquisition, retention, and development initiatives to ensure the organization has the right talent to achieve its objectives.
• Change Management: Lead and support change management efforts to ensure smooth transitions during organizational changes.
• HR Metrics and Reporting: Analyze HR data and metrics to provide insights and recommendations to business leaders.
• Compliance: Ensure compliance with labor laws and company policies. Provide guidance on HR best practices and legal requirements.
• Training and Development: Identify training needs and coordinate development programs to enhance employee skills and capabilities.
• Culture and Engagement: Promote a positive organizational culture and drive employee engagement initiatives.

As HR Performance Specialist

• Performance Management: Develop and implement performance management systems, including goal setting, performance reviews, and feedback processes.
• Employee Development: Identify training and development needs based on performance evaluations and work with management to address these needs.
• Data Analysis: Analyze performance data to identify trends and areas for improvement. Provide insights and recommendations to management.
• Coaching and Support: Provide coaching and support to managers and employees on performance-related issues. Facilitate performance improvement plans as needed.
• Continuous Improvement: Continuously evaluate and improve performance management processes to ensure they are effective and aligned with organizational goals.
• Communication: Communicate performance management processes and expectations clearly to all employees.

• Benefits Administration: Manage employee benefits programs, including health insurance, retirement plans, and other perks. Ensure timely and accurate benefits enrolment and administration.
• Compliance: Ensure compliance with all relevant labor laws and regulations related to compensation and benefits. Maintain accurate records and documentation.
• Employee Communication: Communicate compensation and benefits information to employees clearly and effectively. Address employee inquiries and provide support as needed.
• Policy Development: Develop and update HR policies and procedures. Ensure policies are aligned with organizational goals and industry best practices.
• HR Reporting: Prepare and analyze compensation and benefits reports to support decision-making. Provide insights and recommendations to management.
• Vendor Management: Manage relationships with benefits providers and vendors. Negotiate contracts and ensure service levels are met.