HR Generalist

International Recruitment & HR Operations

Role Objective

We are looking for a proactive and business-oriented HR Generalist to join our HR team and support the full employee lifecycle across an international organization.
This role combines international recruitment, HR operations, onboarding and adaptation, employee support, HR process management, and close cooperation with business leaders.
The ideal candidate is not only an HR professional who executes processes, but a person who understands business priorities, takes ownership, works independently, and focuses on measurable results.
A significant part of the role will be dedicated to international recruitment, including sourcing and hiring professionals across different countries and markets.

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Key Responsibilities

1. International Recruitment

Manage the full recruitment cycle for positions across different countries, functions, and seniority levels.

• Partner with hiring managers to understand business needs, role objectives, required competencies, and candidate profiles.
• Develop effective sourcing strategies for local and international markets.
• Conduct proactive candidate sourcing using LinkedIn Recruiter, professional networks, job platforms, databases, referrals, and alternative sourcing channels.
• Build and maintain strong international candidate pipelines.
• Conduct competency-based and structured HR interviews.
• Assess candidates’ professional experience, motivation, business mindset, cultural fit, and key competencies.
• Coordinate interviews with hiring managers and other stakeholders.
• Manage candidate communication throughout the entire recruitment process.
• Prepare and coordinate job offers.
• Support salary benchmarking and compensation discussions where required.
• Ensure a positive and professional candidate experience.
• Track recruitment metrics and continuously improve recruitment effectiveness.

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2. Onboarding & Employee Adaptation

Take ownership of the onboarding process and ensure that new employees integrate successfully into the organization.

• Coordinate preboarding and onboarding activities.
• Prepare and manage onboarding plans together with managers.
• Ensure employees receive all necessary information, access, documentation, and organizational support.
• Conduct HR onboarding meetings.
• Monitor employee adaptation during the probation period.
• Collect feedback from employees and managers.
• Identify adaptation risks and proactively address them.
• Coordinate probation review processes and follow-up actions.

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3. HR Operations & Employee Lifecycle

Support and manage core HR processes throughout the employee lifecycle.
This includes:

• hiring and onboarding;
• employee data management;
• probation periods;
• internal transfers and promotions;
• compensation changes;
• vacations and absences;
• employee documentation;
• organizational changes;
• performance-related HR processes;
• offboarding and exit interviews.

Ensure that HR information and employee data are accurate, structured, and properly maintained in HR systems.
Coordinate HR processes with payroll, finance, legal, IT, and other internal stakeholders when necessary.

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4. Employee Relations & HR Support

Act as a reliable HR point of contact for employees and managers.

• Provide professional guidance on HR processes, policies, and employee-related matters.
• Support managers in resolving day-to-day people issues.
• Conduct regular employee check-ins when required.
• Identify potential engagement, performance, communication, or retention risks.
• Support conflict resolution and difficult employee conversations.
• Maintain confidentiality and professional HR ethics.

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5. HR Business Partnership

Understand the business behind HR requests and provide solutions that support business priorities.

• Work closely with managers to understand team structure, hiring plans, workforce needs, and organizational challenges.
• Support managers in defining roles, responsibilities, competencies, and performance expectations.
• Provide HR recommendations based on business needs rather than purely administrative considerations.
• Identify people-related risks and proactively propose solutions.
• Participate in workforce planning and organizational development initiatives.
• Support managers with employee retention, performance, development, and succession topics.

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6. Performance & Talent Processes

Support key talent management and performance processes.

• Participate in performance review cycles.
• Support competency assessment and employee development processes.
• Coordinate feedback collection.
• Help managers formulate development priorities for employees.
• Participate in talent reviews and succession discussions where applicable.
• Support individual development and improvement plans.

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7. HR Analytics & Reporting

Use HR data to support decisions and improve processes.

• Maintain recruitment and HR reporting.
• Monitor key HR indicators such as:
  • time to hire;
  • recruitment pipeline;
  • offer acceptance rate;
  • probation success rate;
  • turnover;
  • employee retention;
  • headcount;
  • other relevant HR metrics.
• Identify trends and provide practical recommendations based on data.

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8. HR Process Improvement

Continuously improve HR processes and tools.

• Review existing HR procedures and identify opportunities for simplification and automation.
• Implement modern HR and recruitment practices.
• Improve recruitment, onboarding, adaptation, and employee lifecycle processes.
• Support implementation and effective use of HRIS, ATS, AI tools, and other HR technologies.
• Participate in HR projects and cross-functional initiatives.

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Requirements

Professional Experience

• 3+ years of experience in HR, preferably in an HR Generalist, HRBP, Talent Acquisition, or similar role.
• Strong practical experience in full-cycle recruitment.
• Proven experience in international recruitment or recruitment across several markets/countries.
• Experience managing several vacancies simultaneously.
• Practical understanding of core HR processes and the employee lifecycle.
• Experience with onboarding and employee adaptation.
• Experience working directly with hiring managers and business leaders.
• Experience in an international, fast-growing, or dynamically changing organization will be a strong advantage.

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Recruitment Expertise

Strong knowledge of modern recruitment and sourcing techniques.
The candidate should be confident using:

• LinkedIn and LinkedIn Recruiter;
• Boolean and X-Ray search;
• international job platforms;
• professional communities and networks;
• candidate databases;
• referral channels;
• alternative sourcing methods;
• ATS and recruitment management systems;
• AI-supported recruitment and sourcing tools.

Ability to identify and engage passive candidates is particularly important.

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HR Expertise

Good practical understanding of:

• employee lifecycle management;
• onboarding and adaptation;
• performance management;
• employee relations;
• HR policies and procedures;
• organizational structures;
• competency-based assessment;
• HR documentation and HR systems;
• basic compensation and benefits principles;
• HR analytics and reporting.

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English

English – B2+ or higher.
The candidate must be able to:

• independently conduct interviews in English;
• communicate with international candidates and employees;
• participate in meetings with international managers;
• write professional emails and HR communications;
• prepare HR documentation and presentations in English.

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Key Competencies

Business Orientation

Understands that HR exists to support business performance.
Able to connect HR activities with business goals, priorities, risks, and expected outcomes.

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Result Orientation

Focuses on delivering results rather than simply completing activities.
Takes responsibility for deadlines, recruitment outcomes, and quality of HR processes.

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Ownership

Takes responsibility for tasks from start to finish.
Does not wait for detailed instructions when the required next steps are clear.

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Customer Orientation

Treats managers, employees, and candidates as internal or external HR customers.
Understands their needs and provides practical, professional solutions.

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Proactivity

Identifies potential problems and opportunities before they become urgent.
Suggests improvements and takes initiative.

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Communication & Influence

Able to communicate clearly and professionally with employees, candidates, and managers at different organizational levels.
Can constructively challenge, explain HR recommendations, and influence decisions when necessary.

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Analytical Thinking

Able to evaluate information, identify patterns, understand root causes, and make evidence-based HR recommendations.

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Organization & Prioritization

Able to manage multiple vacancies, HR processes, employees, and deadlines simultaneously.
Works systematically and maintains attention to detail without losing sight of business priorities.

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Adaptability

Comfortable working in a rapidly changing international environment.
Able to adapt processes and priorities when business needs change.

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Confidentiality & Professional Ethics

Demonstrates high professional integrity and discretion when handling confidential employee and business information.

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What We Are Looking For

We are looking for someone who combines strong recruitment expertise with a broad HR mindset.
The right person will be comfortable switching between different types of tasks during the same day — for example:
interviewing an international candidate, discussing a vacancy with a business leader, supporting a new employee during onboarding, resolving an HR operational issue, reviewing HR data, and improving an internal HR process.
This role requires someone who can work independently, make decisions, prioritize effectively, and take ownership of their HR area.
We value people who do not simply execute HR procedures but continuously ask:
What does the business need? What is the best HR solution? What result should we achieve?

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What Success Looks Like

Within this role, success means:

• vacancies are filled with qualified candidates within reasonable timelines;
• hiring managers receive strong HR support and relevant candidate pipelines;
• international recruitment channels are effectively developed;
• candidates receive a professional recruitment experience;
• new employees have a structured and effective onboarding process;
• HR processes are organized, accurate, and completed on time;
• managers receive practical HR recommendations rather than purely administrative support;
• employee and HR risks are identified early;
• HR data is reliable and useful for decision-making;
• HR processes continuously become more efficient and scalable.