Position summary: the hr generalist associate is a hands-on, execution-focused hr professional who supports day-to-day labor and people processes while contributing to strategy, process improvement and short-term projects. This role partners with managers and coe teams to deliver practical hr solutions that improve the employee experience, strengthen capability frameworks, and support business goals. The role also owns execution and communications for hr programs and tracks kpis and global initiatives to ensure alignment and continuous improvement.
key responsibilities
1. Strategy, governance & hr analytics
* maintain and report on core hr governance metrics and kpis (turnover, time-to-fill, onboarding completion, absence, etc.), producing regular dashboards and insights for hr leadership.
* support policy governance: maintain the local hr policy tracker, recommend adjustments to ensure compliance with local labor law and global standards, and document approvals and version control.
* partner with hrbp and hr director to translate strategic priorities into measurable initiatives and short-term projects.
* lead and deliver short-term hr projects as needed (process remediations, urgent staffing support, policy implementation sprints), demonstrating flexible planning and rapid execution.
* provide hands-on support during peak cycles (e.g., large hiring waves, restructures, audits).
2. Employee lifecycle
* act as primary hr point of contact to managers for processes related to hiring, promotions and terminations: advise on local labor requirements, guide managers through administrative processes, and provide status updates until closure.
* lead improvements to onboarding processes to enhance new-hire integration and time-to-productivity (pre-boarding checklists, role-specific onboarding plans, buddy programs, first-90-day touchpoints).
* coordinate with hiring managers and l&d to deliver role-aligned onboarding content and measure onboarding effectiveness through surveys and kpis.
3. Competency frameworks & talent capability
* support updates to competency and role frameworks to reflect evolving business needs and future skill requirements.
* work with managers and coe talent teams to ensure competencies are embedded in s, interview guides and performance conversations.
5. Employee value proposition & inclusive hiring
* contribute to initiatives that strengthen the employee value proposition (evp): candidate experience improvements, local benefits administration, internal mobility communications and recognition programs.
* help implement diversity recruitment strategies in partnership with talent acquisition and coe teams (diverse sourcing channels, inclusive s, structured interviews).
6. Hr process improvement & automation
* identify opportunities to streamline and automate administrative hr processes (onboarding workflows, status-change approvals, hris data quality) and participate in design, testing and rollout of automation solutions.
* maintain process documentation and contribute to continuous improvement efforts to reduce manual effort and increase data accuracy.
7. Collaboration with coes & global initiatives
* act as local delivery partner for coe-led programs such as l&d offerings, performance assessments, compensation initiatives and engagement surveys — support scheduling, communications and local implementation.
* track progress of global hr initiatives and local adoption; escalate blockers and recommend localized adjustments when appropriate.
8. Hr communications
* draft and manage internal communications related to hr processes, program launches, policy changes and key deadlines; ensure messages are clear, timely and aligned with global guidance.
* produce manager-facing materials and quick reference guides to support consistent local execution.
9. On-site medical services coordination
* oversee the administration and coordination of on-site medical services (occupational health, medical appointments, recordkeeping, vendor management) to ensure compliance and timely support for employees.
* coordinate with medical providers, safety teams and leadership on health-related protocols and reporting.
qualifications
* bachelor’s degree in human resources, business administration, psychology or related field.
* 2–5 years of experience in generalist hr roles supporting hiring, onboarding, employee relations and hr operations.
* familiarity with local labor law and strong experience handling employee lifecycle transactions (hires, terminations, leaves, changes).
* experience with hris (e.g., workday, sap successfactors, bamboohr) and ms office. Experience with process automation tools (e.g., power automate, zapier) is a plus.
* strong organizational skills, attention to detail, and ability to manage multiple priorities.
* analytical mindset; comfortable creating and presenting hr metrics and insights.
* excellent interpersonal and communication skills (spanish/english bilingual preferred if local language is spanish).
* collaborative attitude; experience working with coes or centralized hr teams.
* comfortable working on-site and coordinating with external medical vendors.
required skills:
adaptability, adaptability, deployment automation, diversity and inclusion (d&i), diversity recruitment, employee relationship management, employee value proposition, hr analytics, hr automation, hr best practices, hr documentation, hr process improvement, hr reporting, hr systems implementation, human resource information systems (hris), human resources (hr) auditing, human resources (hr) technology, human resources analytics, intelligent process automation, labor and employment law, legal regulatory compliance, management process, onboarding, process automations, project human resource management {+ 4 more}
preferred skills:
current employees apply here
current contingent workers apply here
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