Hr generalist

What You Can Expect:

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.

What You Bring:

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.