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Open nowPosted 36 days ago

HR Generalist

UniAthena26 open roles

Where
Pune
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Your applicationOpen nowHR GeneralistUniAthena · Pune

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The clock on this job

Early applications get read.

12.1% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.1%7 days
  4. 19.1%14 days
  5. 35.6%30 days
  6. 52.7%60 days
This job: posted 36 days ago

The posting

Role Objective

To build and strengthen the people environment of the organization by bringing together talent, employee experience, development, retention, and people governance.

Roles and Responsibilities

  • Run a structured onboarding and orientation framework that gives every employee role clarity, team context, and cultural grounding from Day 1, using standardized check-ins (e.g., a 30/60/90-day model) to track early risk signals and feed recurring gaps back into onboarding design.
  • Build genuine organizational insight through a defined cadence of employee touchpoints — 1:1s, stay interviews, structured observation — logging themes (role fit, wellbeing, growth) into a running record to make patterns traceable over time.
  • Partner with managers using a root-cause-first approach to team-level challenges, diagnosing the actual driver behind an issue before designing a proportionate HR intervention.
  • Apply pattern analysis across performance, engagement, and attrition data, segmenting retention drivers into aspirational, managerial, role-design, and organizational categories to prioritize interventions with the most impact.
  • Own recruitment pipelines proactively, forecasting hiring needs against business growth and tracking pipeline health through defined metrics — stage-wise conversion, time-to-hire, recurring bottlenecks — to keep hiring predictable.
  • Lead Talent Acquisition using clear, calibrated evaluation criteria across interviewers and a consistent candidate experience, aligning every hire to long-term organizational needs.
  • Build HR frameworks and documentation using a minimum-viable-process principle, adding enough structure to ensure fairness and consistency, and continuously benchmark employment practices, statutory requirements, and talent-market movement to translate external shifts into internal action.
  • Own every identified people gap from root-cause diagnosis through implementation and full closure

Skills and Qualifications required

  • 2+ years of hands-on HR experience with exposure across Talent Acquisition and people processes.
  • Should have a master's degree in Management or Organizational Behaviour.
  • Strong understanding of HR fundamentals, employment practices, and applicable statutory requirements.
  • Practical awareness of talent-market conditions, compensation practices, hiring benchmarks, retention considerations, and evolving workplace expectations.
  • Strong recruitment capability, including proactive sourcing, talent mapping, pipeline development, candidate assessment, and stakeholder coordination.
  • Strong observation and people-understanding skills, with the ability to identify patterns that may not be immediately visible through formal feedback mechanisms.
  • Strong communication, listening, and counseling ability, with the confidence to engage directly with employees, managers, and leadership on people matters.
  • Sound judgment and discretion when handling sensitive employee and organizational matters.
  • High ownership and initiative; able to identify gaps, take action, and carry matters through to closure without constant direction.
  • Ability to work with ambiguity, changing priorities, and cross-functional stakeholders while maintaining clarity of thought and execution.
  • Ability to understand business context and translate it into practical people priorities and HR interventions.
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