HR Generalist

Recruitment & Selection:

• Partner with hiring managers to define role requirements and create/update job descriptions.
• Initiate and manage job requisitions through Workday.
• Post job openings on internal and external platforms, and source candidates proactively via LinkedIn, referrals, and networking events.
• Review resumes and conduct initial candidate screenings.
• Assess applicants for role fit, cultural alignment, and qualifications.
• Schedule interviews with hiring managers and coordinate panel logistics.
• Serve as the main point of contact for candidates throughout the recruitment process.
• Ensure timely communication, feedback, and updates to all applicants.
• Provide interviewers with structured guides, evaluation forms, and relevant training as needed.
• Draft and extend offer letters in coordination with compensation guidelines.
• Facilitate background checks, reference checks, and pre-employment screening.
• Track key hiring metrics such as time-to-fill, cost-per-hire, source effectiveness, and diversity of applicants.
• Support the management of relationships with recruitment agencies, job boards, and background screening vendors as required.
• Deliver or coordinate new hire orientation programs that cover company culture, policies, and systems.
• Collect feedback from new hires to improve onboarding experience.

HR Planning:

• Support department leaders to assess current workforce capabilities and identify future talent needs.
• Collect and analyse HR data (e.g., headcount, turnover, skills inventory) to support short- and long-term workforce planning.
• Support the maintenance of organizational charts and staffing models.
• Assist in identifying key roles and potential internal successors.
• Collaborate with managers to assess team competencies and skill gaps.
• Help develop strategies to close gaps through training, hiring, or restructuring.
• Provide data-driven recommendations for hiring, restructuring, or cost-saving measures.
• Leverage HRIS and reporting tools to track people metrics related to planning.

Rewards & Recognition:

• Research compensation standards set by industry and governing bodies in order to create salary structures and administer employee benefits.
• Provide first line advice on current and existing benefits for employees and managers.

• Support the design, implementation, and administration of employee recognition and rewards programs.
• Track employee work anniversaries and milestones using HRIS.
• Organize communications and events to celebrate key employee milestones.
• Collaborate with managers to identify high-performing employees for rewards such as bonuses, promotions, or non-monetary recognition.
• Help align recognition with performance management outcomes and annual reviews.
• Create and distribute recognition-related communications (e.g., newsletters, intranet posts, announcements).
• Highlight employee achievements in company-wide meetings or internal media.

Performance Management:

• Support the coordination of the full performance review cycle, including goal setting, mid-year check-ins, and year-end evaluations.

• Support timelines, communications, and tools associated with the review process.
• Support employees and managers in setting SMART goals that align with organizational objectives.
• Monitor progress on goal tracking and support manager to ensure goals are updated regularly.
• Advise managers on handling underperformance, setting expectations, and conducting development-focused discussions.
• Ensure accurate and timely documentation of performance evaluations, improvement plans, and disciplinary actions.
• Compile performance-related metrics (e.g., completion rates, ratings distribution, trends).
• Present insights to HR leadership for strategic workforce planning and talent development.
• Gather feedback from employees and managers to improve the performance management process.
• Help connect performance outcomes to training opportunities, internal mobility, and succession planning.

Learning & Development:

• Collaborate with managers and employees to identify skill gaps and training needs across departments.
• Use performance reviews, surveys, and business goals to inform L&D priorities.
• Assist in conducting individual, team, or organizational training needs analysis (TNA).
• Coordinate logistics for internal and external training programs, workshops, and seminars.
• Assist in the development of training manuals, job aids, and e-learning content when required.
• Liaise with external training vendors and consultants to schedule sessions and manage agreements.
• Evaluate vendor effectiveness and recommend changes as needed.
• Track licenses and certifications where applicable and ensure renewals are managed.
• Collect feedback through surveys, assessments, and interviews to evaluate training effectiveness.
• Track key metrics such as participation rates, satisfaction scores, knowledge retention, and business impact.
• Promote a continuous learning culture through internal communication, recognition, and participation initiatives.
• Help organize “lunch & learns,” knowledge-sharing sessions, and peer learning programs.

Industrial Relations & Compliance:

• Ensure adherence to Irish and EU labour laws and monitor changes in employment legislation and recommend updates to HR policies and procedures.
• Maintain compliant HR documentation (e.g., employee files, disciplinary records, wage notices).
• Assist in the development, interpretation, and consistent application of HR and workplace policies.
• Advise managers and employees on policies and legal responsibilities.
• Assist in the investigation and resolution of employee grievances, complaints, or disciplinary matters.
• Document outcomes of disputes and disciplinary actions appropriately.
• Conduct or assist with investigations involving workplace misconduct, harassment, or other policy violations.
• Ensure investigations are thorough, timely, confidential, and legally defensible.
• Prepare for and support internal and external audits.
• Support the monitoring of HR-related legal risks and escalate complex issues to HR leadership or legal counsel.
• Track employee relations trends (e.g., absenteeism, complaints, disputes) and recommend preventive measures.
• Prepare documentation and background support for unemployment claims, legal inquiries, or hearings.

Employee Participation & Communication:

• Develop and distribute HR-related communications such as policy updates, benefits information, training opportunities, and organizational announcements.
• Ensure consistent, clear, and timely communication across various channels (e.g., email, intranet, digital signage, bulletin boards).
• Draft content for employee newsletters, announcements, or HR events.
• Coordinate employee engagement initiatives such as surveys, town halls, and suggestion programs.
• Collect, analyse, and summarize employee feedback to identify trends and concerns.
• Support wellness initiatives, mental health programs, and work-life balance efforts.
• Promote employee assistance programs (EAP) and wellness resources.
• Promote and help coordinate participation in company events, employee appreciation days, wellness initiatives, and team-building activities.
• Communicate event details and encourage involvement across departments and locations.
• Ensure employees are aware of, understand, and can access key HR policies and resources.
• Monitor the effectiveness of employee communication and participation initiatives through metrics (e.g., open rates, participation rates, survey results).
• Recommend improvements to enhance clarity, inclusivity, and engagement in internal communications.

Leavers & Employee Offboarding:

• Coordinate the end-to-end offboarding process for resignations, retirements, layoffs, and terminations.
• Act as the point of contact for departing employees, ensuring a smooth and professional exit experience.
• Prepare and issue offboarding documents such as termination letters, final pay-check details, and benefits information.
• Ensure offboarding is compliant with applicable labour laws, company policies, and contractual obligations.
• Document resignation or termination details accurately in the HRIS and personnel files.
• Coordinate with payroll teams to process final payments.
• Schedule and conduct exit interviews to gather feedback on the employee experience, manager effectiveness, and workplace culture.
• Document responses and analyse exit trends to inform HR strategy and retention efforts.
• Collaborate with IT, facilities, and security to retrieve equipment and disable access securely.
• Draft and distribute internal communication about employee departures when appropriate, in coordination with leadership or internal communications.
• Support involuntary terminations by ensuring proper documentation etc.
• Track and analyse offboarding data such as turnover reasons, tenure at exit, and resignation trends.
• Contribute to retention strategy discussions based on offboarding insights.
• Gather feedback on the offboarding process and recommend improvements for better efficiency, compliance, and employee experience.
                                                                                                                             

Administrative Responsibilities:

• Maintain and update employee records in physical and digital formats, ensuring accuracy, completeness, and confidentiality.
• Organize and manage personnel files in compliance with legal and company requirements.
• Conduct regular audits of employee records and files to ensure compliance and data integrity.
• Enter, update, and manage employee data in HRIS systems.
• Maintain HR reports and dashboards, including headcount, turnover, and other key metrics.
• Troubleshoot HRIS issues and support system users with day-to-day inquiries.
• Support the distribution, collection, and filing of signed HR documents.
• Coordinate with payroll teams to ensure timely and accurate processing of employee information.
• Track and process leave requests.
• Compile routine and ad-hoc HR reports for audits, leadership reviews, or compliance reporting.
• Maintain logs and trackers (e.g., probation periods, contract end dates, disciplinary actions).
• Order and manage supplies related to HR activities, such as welcome kits, training materials, or uniforms.
• Support HR Projects/continuous improvement initiatives from both country level and Group level within the Rhenus Group.

Skills

• Ability to develop and maintain effective relationships with employees, management, and other teams in the company.
• Excellent leadership, interpersonal and communication skills.
• Ability to listen to the needs and requirements of employees and management and effectively verbalise their own ideas.
• Excellent organisational skills to balance and prioritise their workload and meet deadlines to ensure payroll and other critical people processes are met on request.
• Ability to accept and effectively cope with change.

Experience

• Previous experience in a HR role.
• Previous experience with or knowledge of Irish Employment legislation.
• Experienced user of MS Office applications and IT Systems.
• Familiarity with HR/payroll/time-management software.

Education

• Masters or bachelor’s in human resource management, Business Management, Business Administration, or related field, or CIPD Certification.

Where educational requirements are not fulfilled prior extensive experience of successful performance in the role will be required.