HR Generalist

Job Description

About us:FII Institute is a global non-profit foundation with an investment arm and one agenda: Impact on Humanity.Global, inclusive and built on Environmental, Social and Governance, (ESG) principles. We foster great minds from around the world and turn ideas into real-world solutions in five critical areas: Sustainability, Healthcare, Education, Artificial Intelligence and Robotics. We are in the right place at the right time: when decision makers, investors and an engaged generation of youth come together in aspiration, energized and ready for change.About the role:We are looking for a (Human Resources) HR Generalist preferably with a strong background in compensation and benefits to implement various human resources programs. This person will assess personnel needs and draft targeted programs that will increase performance, organizational trust and satisfaction. The goal is to attract, retain and motivate high quality employees while reducing turnover and enhancing our company?s profile as the best place to work. Additionally, the HR Generalist must have a broad knowledge of human resources functions, from hiring to onboarding and from employee compensation to evaluation. He/She will undertake a wide range of HR tasks, like organizing training, administering employee benefits and leaves and crafting HR policies. He/She will use Human Resources Information Systems to ensure all employee records are up-to-date and confidential. The HR Generalist will also act as the main point of contact for employees? queries on HR-related topics. The goal is to ensure the HR department?s operations will be running smoothly and effectively to deliver maximum value to the organization as a whole.Compensation and Benefits

• Define a fair, equitable and competitive total compensation and benefits package that fits and is aligned to our company?s strategy and business goals
• Develop a consistent compensation philosophy in line with work culture and organizational objectives
• Ensure that compensation practices are in compliance with current legislation (pay equity, human rights, etc)
• Use various methods and techniques and make data based decisions on direct financial, indirect financial and nonfinancial compensations
• Assess employees needs by conducting organizational psychology surveys to find out what motivates and engages employees
• Prepare job descriptions, job analysis, job evaluations and job classifications
• Participate in salary and labor market surveys to determine prevailing pay rates and benefits
• Differentiate pay systems to invest in the segments of workforce that contribute the most value
• Deploy effective communication strategies and success metrics

• Assist in talent acquisition and recruitment processes
• Conduct employee onboarding and help organize training & development initiatives
• Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise
• Promote HR programs to create an efficient and conflict-free workplace
• Assist in development and implementation of human resource policies
• Undertake tasks around performance management
• Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates
• Organize quarterly and annual employee performance reviews
• Maintain employee files and records in electronic and paper form
• Enhance job satisfaction by resolving issues promptly, applying new perks and benefits and organizing team building activities
• Ensure compliance with labor regulations

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