The company is trying to fill the HR Generalist position.
We are unable to do this on our own, we need the help of a recruiter.
How much will it cost?
What are the estimated timelines for closing the vacancy?
About the state of affairs in the company and the vacancy:
- This is a new vacancy for us, we have prepared some system/instructions, but this system simply needs improvements.
- We cannot accept a person with significant experience.
The reason is that we currently do not have such complex tasks, and for a person with significant experience, this would be a step back.
Therefore, we are looking for a person either fresh out of university or with minimal experience, so we have the opportunity to provide at least some growth.
- We have prepared a job profile and a structured interview for this position.
- The team consists of 15 members.
- We hire an average of 1 person every 2 months.
- 1 person leaves every 5 months.
- The entire team works remotely, we do not have an office.
Regarding the HR Generalist vacancy itself:
- In the first 3-6 months, we will only be able to load 25 hours of work per week. Subsequently, we will be able to load a full 40 hours per week.
- The salary we offer for part-time work is $350.
- With full-time work, the salary can increase to $550.
- Most likely, the motivation will be reviewed after the probation period, of course, in a positive direction (we will be able to understand the details of this position).
Responsibilities (this is not final, this position is still in development, something may be added, something may be removed, but without significant changes in workload):
1. Searching and hiring new team members.
2. Onboarding.
- Testing.
- Adding to tools.
- Guiding through basic instructions and work principles.
- Detailed tracking of training progress in the early stages, providing feedback and suggestions.
- Support during the probation period (answering general questions).
3. Conducting Stay and Exit interviews.
4. Monitoring the salary levels of team members (we already have a motivation system for members, we just need to gather the numbers and create a report).
5. Organizing and greeting team members on their birthdays.
6. Organizing and conducting online team-building activities.
7. Collecting, monitoring, and reminding about monthly feedback from all team members.
8. Once every 1-2 months, calling or surveying team members regarding whether they are satisfied, if anyone is bothering them, and simply asking how they are doing and how they are coping = supporting team morale.
9. Developing/assisting in the development of internal general instructions.
10. Creating, proposing, and implementing development course programs for team members (English course, Excel, and similar).
11. If an employee voluntarily leaves on a "good" note, then a year after leaving, check in on how they are doing, if everything is going well, ask them to compare what they remember with us to their current job.
12. At the beginning of the collaboration - participating in current projects that team members are working on, for a better understanding of the team's needs.
