HR Generalist (Employee Relations & Recruitment)

Make your next big career move by applying as KMC Solutions' next HR GENERALIST 1!

Job Overview

The HR Generalist (Supervisory Level – Individual Contributor) plays a key role in supporting and executing core Human Resources functions across the employee lifecycle. This position is responsible for managing talent acquisition and recruitment, employee relations and disciplinary processes, employee engagement and culture-building initiatives, and performance management programs.

As a senior HR professional, the HR Generalist ensures the effective implementation of HR policies, procedures, and best practices while maintaining compliance with labor laws and company standards. The role partners closely with business leaders and employees to foster a positive workplace culture, drive employee performance and engagement, and support organizational objectives through efficient and people-focused HR operations.

Key Responsibilities:

I. Recruitment & Talent Acquisition

● Manage the end-to-end recruitment lifecycle, including manpower requisition alignment, job posting creation, candidate sourcing, resume screening, initial interviews, interview scheduling, offer processing, and onboarding coordination.

● Partner closely with hiring managers and department leads to understand manpower requirements, role expectations, technical competencies, and hiring timelines to ensure timely and quality fulfillment of vacancies.

● Develop and execute sourcing strategies through various recruitment channels such as ob portals, social media platforms, employee referrals, recruitment agencies, career fairs, and talent pooling initiatives to attract qualified candidates.

● Conduct initial candidate assessments and screening interviews to evaluate qualifications, technical competencies, behavioral fit, communication skills, and alignment with organizational culture and operational requirements.

● Coordinate and manage the interview process between candidates and hiring teams, including interview scheduling, applicant updates, assessment administration, and feedback consolidation to ensure a smooth and positive candidate experience.

● Prepare and facilitate job offers, pre-employment requirements, employment documentation, and onboarding endorsements in coordination with internal stakeholders and external partners.

● Lead and support the onboarding process for new hires, including pre-employment coordination, orientation scheduling, initial employee briefing, and endorsement to the respective departments to ensure smooth integration into the organization.

● Ensure new employees are properly oriented on company policies, culture, code of conduct, and role expectations to promote engagement, productivity, and retention from day one.

● Maintain accurate and updated recruitment trackers, applicant databases, hiring pipelines, interview records, and onboarding reports to ensure visibility and proper monitoring of recruitment and onboarding progress.

● Monitor and analyze recruitment metrics such as time-to-fill, hiring turnaround time, source effectiveness, offer acceptance rate, and recruitment conversion rates to support hiring efficiency and continuous improvement initiatives.

● Support employer branding and talent attraction initiatives by promoting the organization’s culture, work environment, employee value proposition, and career opportunities across recruitment platforms and engagement activities.

Recruitment Partnerships (Academe, Government, and External Institutions)

● Coordinate partnerships with universities, colleges, and academic institutions to support internship programs, campus recruitment initiatives, and graduate hiring pipelines.

● Develop and maintain relationships with schools and external organizations to strengthen early talent sourcing and build sustainable talent pipelines.

● Organize and participate in career fairs, campus events, and internship recruitment drives in collaboration with educational institutions.

● Coordinate internship programs, including onboarding of interns, deployment endorsements, performance monitoring, and completion documentation in coordination with academic requirements.

● Liaise with government agencies and external partners when participating in job fairs, employment programs, or talent development initiatives to support broader recruitment efforts.

● Support employer branding initiatives within academic institutions to promote the organization as an employer of choice among students and fresh graduates.

II. Employee Relations and Compliance

Employee Relations

● Serve as the first point of contact for employee concerns, HR-related inquiries, workplace issues, and policy clarifications, ensuring timely, professional, and employee-centered support throughout the employee lifecycle.

● Monitor employee feedback, concerns, and workplace trends to proactively identify risks, engagement issues, morale concerns, and opportunities to improve employee experience, retention, and workplace culture.

● Conduct exit interviews and analyze attrition data, employee feedback, and separation trends to generate insights and recommend initiatives that support employee retention and organizational improvement.

● Support the implementation, communication, and continuous improvement of company policies, code of conduct, workplace standards, and HR guidelines to ensure employee understanding, alignment, and compliance.

Disciplinary Management

● Manage and support employee relations and disciplinary processes, including attendance concerns, behavioral issues, workplace conflicts, and policy violations, ensuring fair, consistent, and timely resolution.

● Own and coordinate the end-to-end disciplinary and employee relations process, including fact-finding discussions, investigations, administrative hearings, coaching sessions, issuance of notices, and implementation of corrective actions.

● Facilitate grievance handling, mediation, and conflict resolution efforts to promote a respectful, inclusive, and productive work environment.

● Maintain accurate, complete, and confidential documentation of employee relations cases, incident reports, notices, corrective actions, and HR interventions in accordance with company policies, data privacy standards, and labor regulations.

● Generate periodic reports on employee relations cases, disciplinary actions, and workplace trends to support HR decision-making and leadership insights.

● Ensure all employee relations practices are aligned with company policies, organizational values, and applicable labor laws, while promoting fairness, consistency, accountability, and professionalism.

Labor Relations

● Coordinate and liaise with relevant government agencies (e.g., Department of Labor and Employment and other labor authorities) on labor-related concerns, disputes, compliance requirements, and case resolutions when necessary.

● Ensure proper documentation, procedural compliance, and adherence to legal requirements in all externally escalated labor cases and regulatory matters.

● Monitor updates in labor laws and government regulations and recommend necessary updates to internal HR policies and practices to ensure ongoing compliance while promoting fairness, consistency, and professionalism in all HR interactions

III – Employee Engagement and Culture

Employee Engagement

• Support the design and execution of employee engagement programs, activities, and initiatives that strengthen employee morale, collaboration, and workplace culture.

• Plan, coordinate, and implement company-wide and site-based employee engagement activities such as team-building events, recognition programs, wellness initiatives, town halls, and employee appreciation activities.

• Develop and maintain engagement calendars aligned with organizational priorities, ensuring timely execution of key HR and company events throughout the year.

• Partner with internal stakeholders, including Operations, HR, and leadership teams, to ensure engagement initiatives are aligned with business goals and employee experience strategies.

• Support internal communication efforts related to employee programs, engagement activities,

• CSR initiatives, and company events to ensure awareness and participation.

• Manage end-to-end planning and execution of employee events, including logistics, budgeting support, vendor coordination, on-site facilitation, and post-event evaluation.

• Ensure all events and activities are executed efficiently, safely, and in alignment with company standards and employee engagement objectives.

• Collect feedback and measure employee participation and satisfaction to assess the effectiveness of engagement and CSR programs, providing recommendations for continuous improvement.

Corporate Social Responsibility

• Lead and coordinate Corporate Social Responsibility (CSR) initiatives, volunteer programs, and community outreach activities that reflect company values and promote social impact.

• Engage employees in CSR programs by encouraging participation in volunteerism, outreach events, and sustainability initiatives.

• Coordinate with external partners, vendors, and community organizations to execute CSR activities effectively and in alignment with company objectives.

IV - Performance Management

● Support the implementation and rollout of the company’s performance management process, including goal setting, performance planning, mid-year reviews, and year-end evaluations.

● Coordinate the performance review cycle by ensuring timelines are communicated and followed by employees and managers.

● Assist employees and supervisors in the completion of performance evaluation forms and required documentation.

● Monitor employee performance objectives, KPIs, and development plans in coordination with department heads and team leaders.

● Maintain and update accurate performance records and ensure proper filing and confidentiality of all performance-related documents.

● Consolidate performance results and summaries for reporting purposes and management review.

● Assist in identifying employees with performance gaps and support the documentation of performance improvement plans (PIP), when applicable.

● Ensure consistency in the implementation of performance management guidelines and alignment with company policies.

● Provide administrative support during calibration sessions, performance discussions, and related HR-led meetings.

Qualifications and Requirements:

● Bachelor’s degree in Human Resources, Psychology, Business Administration, or any related field.

● Minimum of 3 to 5 years of experience in an HR Generalist or multi-faceted HR role, preferably in startup, technology, BPO, or other fast-paced operational environments.

● Strong end-to-end experience in Talent Acquisition, including sourcing, screening, interview coordination, offer management, and onboarding processes.

● Solid experience in Employee Relations and Compliance, including handling employee concerns, disciplinary cases, grievance resolution, and policy enforcement.

● Working knowledge of Philippine labor laws, HR policies, and regulatory compliance requirements, with ability to apply these in day-to-day HR operations.

● Exposure to employee engagement and culture-building initiatives, including events, CSR programs, recognition activities, and internal communications.

● Experience supporting performance management processes, including performance reviews, KPI tracking, documentation, and performance cycle coordination.

● Strong analytical skills with the ability to prepare HR reports, monitor trends, and provide insights for decision-making.

● Excellent interpersonal, communication, and stakeholder management skills, with the ability to work effectively with employees, managers, and leadership teams.

● High level of integrity, confidentiality, and professionalism in handling sensitive employee and organizational information.

● Ability to manage multiple HR functions simultaneously in a dynamic, fast-paced, and evolving environment.

● Strong organizational skills with attention to detail and the ability to meet deadlines and manage competing priorities.