1. Give Every New Hire A Structured, Positive StartOwn a consistent onboarding experience that helps every new hire understand PFM, their role, the standards they must follow, and the people they will work with.
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Coordinate pre-boarding, agreements, account creation, and first-day readiness.
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Run the company, and HRIS walkthrough.
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Facilitate the first-day team coffee chat and welcome activity.
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Schedule and document week-one and month-one check-ins.
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Track manager actions and resolve onboarding gaps.
Success looks likeEvery new hire experiences all four Cs of onboarding: Compliance, Clarification, Culture, and Connection. They understand the company and their role, have the required access and documentation, build early relationships, and receive structured follow-up. Formal KPI targets are upcoming.
2. Strengthen Feedback, Performance, And Compensation SystemsRun employee-review cycles reliably and support the design of PFM’s performance-management system.
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Coordinate probation reviews, three-month feedback, appraisal inputs, and salary-review workflows.
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Prepare manager-facing and employee-facing review summaries.
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Track approvals, communicate outcomes, and update employee documentation.
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Support the design and implementation of job portfolios, KPI scorecards, compensation structures, and connected performance-management processes.
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Maintain clear owners, timelines, dependencies, and documentation as the system develops.
Success looks likeFeedback, probation, appraisal, and salary-review cycles run on schedule with complete records and clear follow-up. The performance-management framework progresses through defined milestones, and employees and managers gain clearer expectations and decision processes. Formal KPI targets are upcoming.
3. Support Consistent Company-Wide Communication And CulturePromote an inclusive, connected employee experience across PFM’s distributed international workforce through reliable communication, recognition, and participation rhythms.
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Coordinate town halls, anonymous pre-call questions, post-event feedback, and recordings.
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Run birthday, work-anniversary, welcome, recognition, and inclusive cultural-observance communications.
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Coordinate bi-weekly team updates covering wins, kudos, upcoming activity, and holidays.
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Support regional meetings, welcome kits, knowledge-sharing initiatives, and approved employee-gifting programmes.
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Gather employee feedback and surface themes or follow-up actions.
Success looks likeEmployees receive timely, inclusive communication, have regular opportunities to participate and give feedback, and feel acknowledged across locations and cultures. The role supports and promotes culture; it does not claim to create it alone. Formal KPI targets are upcoming.
4. Maintain Complete And Accurate HR Records In FactorialKeep employee records, lifecycle changes, feedback documentation, and approved contract updates complete and current in Factorial so information is reliable and not dependent on individual memory or inboxes.
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Maintain accurate employee profiles and documentation in HRIS.
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Upload completed feedback, probation, appraisal, and salary-review records.
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Process approved contract, compensation, and employee-status updates.
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Track missing documentation and follow up with the appropriate owner.
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Protect confidentiality and follow applicable access and retention requirements.
Success looks likeFactorial remains the dependable source of truth for employee records, approved changes are reflected promptly, and required documentation can be retrieved without relying on private inboxes or informal records. Formal KPI targets are upcoming.
5. Coordinate Assigned Recruitment ActivityProvide focused recruitment support for assigned roles while keeping hiring activity proportionate to approximately 10-15% of the HR Generalist role.
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Partner with hiring managers on assigned roles to clarify role requirements, interview stages, and evaluation criteria.
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Coordinate and conduct interviews for the roles assigned to the HR Generalist.
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Maintain a clear, respectful candidate experience through timely communication and well-managed next steps.
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Keep hiring managers aligned on candidate progress, feedback, risks, and decisions required.
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Complete assigned recruitment administration and documentation accurately.
Success looks likeAssigned hiring activity is managed professionally and efficiently: interviews are well coordinated, candidates receive a consistent experience, hiring managers have the information needed to decide, and recruitment remains approximately 10-15% of the role without displacing core People operations. Formal KPI targets are upcoming.