People Generalist - job 1 of 2

As a People Generalist at Jellyfish, you will be responsible for addressing employee relations sensitively, ensuring compliance with local labour laws, managing employment contracts, supporting payroll processes, overseeing absence management, and assisting in performance management. You’ll also be a vital player in fostering a positive workplace culture through DEIB and wellbeing projects.

To apply for the People Generalist role at Jellyfish, candidates should have over 2 years of experience in a People or HR position within a global or multinational context. You must be fluent in English, possess knowledge of HR best practices and labour laws in at least one European country, and demonstrate excellent problem-solving skills and adaptability.

Jellyfish provides numerous growth opportunities for People Generalists. Potential career pathways include progressing to roles such as Senior People Partner, Culture and Engagement Senior Manager, or Regional People Lead. We emphasize skill development and provide resources like LinkedIn Learning to support your career journey.

Certainly! Jellyfish values flexibility and offers a hybrid working model for the People Generalist role. You can work remotely for up to 60% of your days and enjoy customizable hours, allowing for a healthy work-life balance.

The company culture at Jellyfish is built on collaboration, innovation, and inclusivity. As a People Generalist, you will be in a supportive team that values diverse perspectives, encourages professional development, and promotes a positive workplace environment through various initiatives.

When answering this question, share specific examples where you successfully handled employee relations issues. Highlight your approach to sensitivity and timeliness, any frameworks or best practices you followed, and the positive outcomes you achieved.

Discuss your familiarity with labour laws in relevant jurisdictions and the processes you have employed to ensure compliance. Mention any audits or training you’ve conducted and how you stay updated on changes in legislation.

Emphasize your involvement in DEIB initiatives and outline specific strategies you’ve implemented, such as conducting workshops, creating affinity groups, or developing inclusive hiring practices. Share any metrics that demonstrate success in these areas.

Highlight your methods for setting clear expectations, conducting regular feedback sessions, and using performance metrics to encourage development. If applicable, share any tools or systems you’ve utilized to streamline performance reviews.

Be prepared to discuss specific challenges, such as managing conflicting employee needs or adapting policies for multiple regions. Share how your problem-solving skills and collaboration with others helped you navigate and resolve these situations.

Consider a project that had a significant impact, such as an employee engagement survey or a wellbeing initiative. Describe your role in the project, the steps you took, and the measurable results that followed, showcasing your project management and leadership skills.

Discuss the resources you rely on to keep your HR knowledge current, such as professional associations, online courses, webinars, and networking events. Highlight any specific topics or trends you follow closely.

Identify key skills such as communication, empathy, problem-solving, and adaptability. Provide examples of how you have demonstrated these skills in your previous roles and how they have benefitted your colleagues.

Outline a step-by-step approach to conflict resolution. Highlight the importance of active listening, mediating discussions between parties, and seeking a collaborative solution that respects the needs of all involved.

Demonstrate your understanding of using HR metrics for informed decision-making. Share examples of how you have utilized data to drive initiatives, improve employee engagement, or influence policy changes.