HR Generalist

Job Purpose

The HR Generalist will execute HR initiatives to support daily operations, collaborate with managers for guidance, and ensure compliance with RDMC’s HR practices. This role involves implementing HR best practices, addressing workforce challenges, and driving employee engagement aligned with business strategies. Additionally, the HR Generalist will assist in executing HR strategies to align with RDMC’s objectives and foster a high-performance culture, providing day-to-day HR support across all levels of the organization.

Responsibilities/Duties

Profil de candidat recherché :

HR Strategy Execution & Partnership

• Assist the HRBP in partnering with department directors and their teams to align HR initiatives with business goals and objectives.
• Support the implementation and monitoring of HR strategies that drive organizational growth and transformation.
• Contribute to the development of HR budgets, plans, and roadmaps to ensure alignment with RDMC's long-term goals.
• Ensure the operationalization of HR Development Plans to enhance workforce capabilities and competitiveness.
• Provide data-driven analysis to improve performance, employee experience, and retention in collaboration with business leaders.
• Ensure alignment of all HR practices and activities across entities by collaborating with HRBPs and Generalists to maintain consistency.
• Lead by example and actively promote a culture of inclusivity and diversity through everyday actions and decision-making.
  
  

Talent Management & Leadership Development

• Assist in the implementation of talent reviews, succession planning, and leadership development programs.
• Execute all performance management cycle activities, ensuring effective communication, monitoring, and 100% completion for the targeted population while maintaining alignment with business objectives.
• Prepare and present reports detailing the status of Performance Management to the Unit Head to assure that Performance Management initiatives are focused and aligned on improving operational and behavioral efficiencies and effectiveness.
• Support the identification and development of high-potential employees in alignment with business needs.
• Aid in driving performance management initiatives and ensure continuous development opportunities for employees.
• Support the HRBP in the execution of leadership development strategies to build a strong leadership pipeline across the organization.
  
  

Employee Engagement & Organizational Culture

• Assist in developing and implementing employee engagement strategies that enhance workplace culture and satisfaction.
• Develop new and innovative ways to engage with employees, including seeking and acting on their feedback to identify the most effective methods.
• Collaborate with department directors and managers to boost employee morale and recognition programs.
• Work closely with the HRBP to ensure alignment of organizational culture with RDMC values and objectives.
• Provide guidance on employee relations issues, conflict resolution, and fostering a positive, inclusive work environment.
• Bridge management, employee and other HR functions relations by addressing demands, grievances, or other issues.
• Conduct exit interviews with departing employees and communicate probation period evaluations with managers to identify areas for organizational improvement. Develop and implement action plans to address any identified concerns while maintaining accurate exit interview records.
  
  

HR Policies, Compliance, And Governance

• Support the HRBP in ensuring HR policies and procedures are compliant with local labor laws and best practices.
• Assist in the development, review, update and implementation of HR policies, procedures and guidelines to support business goals while ensuring compliance.
• Advise, train and coach unit managers and employees on the HR policies, local employment legislation, policies, and practices while ensuring legal compliance.
• Plan, monitor, and appraise HR activities by scheduling meetings with employees and unit managers, hearing and resolving employee grievances, training managers to coach employees, and counseling employees and supervisors.
  
  

HR Analytics & Reporting

• Support the collection and analysis of HR data related to employee engagement, attrition, and performance.
• Demonstrate excellent analytical capabilities and influence business leaders with data-driven recommendations to improve performance, retention, and employee experience.
• Assist in the preparation and presentation of HR metrics and reports, translating data into actionable business insights.
• Provide input into HR-related business strategies based on workforce trends and insights from HR analytics.
  
  

Qualifications

ESSENTIAL QUALIFICATIONS, KNOWLEDGE & EXPERIENCE

• Bachelor’s or master’s degree in human resources, Business Administration, or a related field.
• Fluency in English, French would be an advantage.
  
  

Knowledge

• Strong understanding of HR best practices, policies, and employment laws.
• Knowledge of performance management, talent development, and succession planning frameworks.
• Proficiency in HR analytics, reporting, and data-driven decision-making.
• Familiarity with employee engagement strategies and cultural transformation initiatives.
• Understanding of grievance handling, conflict resolution, and employee relations.
• Awareness of diversity, equity, and inclusion (DEI) principles and their implementation.
  
  

Experience

• 3-5 years of experience in an HR Generalist role or similar HR function, preferably in a fast-paced or multinational environment.
• Hands-on experience in performance management, employee engagement, and talent management.
• Experience in developing and implementing HR policies and ensuring compliance with labor laws.
• Proven ability to collaborate with business leaders and employees to align HR initiatives with strategic objectives.
• Experience in analyzing HR metrics and presenting data-driven recommendations to management.
• Exposure to handling employee relations cases, coaching managers, and supporting organizational culture initiatives.
  
  

Desired Behaviors & Experiences

• Business Acumen: Ability to understand the organization’s goals and align HR strategies accordingly.
• Proactive & Solution-Oriented: Anticipates challenges and provides practical HR solutions.
• Analytical & Detail-Oriented: Uses data to drive decisions and improve HR processes.
• Strong Communication & Influence : Effectively partners with stakeholders and conveys HR insights clearly.
• Empathy & Employee-Centric Approach : Builds trust and fosters an inclusive and positive workplace culture.
• Confidentiality & Integrity : Maintains discretion in handling sensitive employee matters.
• Resilience & Adaptability : Thrives in dynamic environments and responds well to change.
• Collaboration & Teamwork :Works effectively with HRBPs, managers, and employees at all levels.