HR Generalist

PURPOSE OF THE ROLE

The HR Generalist is a strategic and operational HR partner within the HR function responsible for designing and delivering Learning & Development initiatives organizational effectiveness programs talent retention strategies employee engagement and health & wellbeing solutions for the Tunisia branch office.

Operating in a highly regulated oil & gas environment the role ensures workforce capability compliance with Tunisian labor law and hydrocarbons regulations and alignment with HSSE standards. It works closely with the HR & Communication Manager to translate the people strategy into concrete programs that strengthen culture enhance performance and support business continuity.

Complementing the HR & Payroll Administrator who manages payroll and administrative processes the HR Generalist owns the broader HR generalist and organizational development scope. The role is expected to operate with significant autonomy lead cross-functional HR initiatives act as a trusted advisor to line managers and drive continuous improvement of HR practices across Mazarine Tunisias operations.

RESPONSIBILITIES & TASKS

Learning Training & Development

• Lead the design and implementation of training programs that build technical managerial behavior and HSSE (Health Safety Security & Environment) capabilities critical to oil & gas operations;
• Support the HR & Communication Manager in developing the annual Training & Development plan ensuring alignment with strategic objectives compliance requirements and identified workforce capability gaps;
• Coordinate and deliver technical managerial soft-skills and HSSE training programs: conduct needs analysis source accredited providers manage scheduling and logistics and oversee post-training evaluation;
• Build and maintain a comprehensive training catalogue covering operational compliance and leadership development needs; ensure relevance quality and alignment with industry standards;
• Track training utilization certification renewals and budget consumption; produce regular reporting to the HR & Communication Manager and ensure audit readiness;
• Maintain training records and individual development plans in the HRIS rotation compliance and mandatory HSSE certifications;
• Identify and propose innovative learning formats (e-learning coaching peer learning mentoring simulation-based training) adapted to oil & gas operational realities;
• Contribute to continuous improvement of organizational effectiveness by integrating best practices from the energy sector and supporting long-term talent pipeline development.

HR Organisation

• Ensure organizational structures remain aligned with evolving business needs and the operational realities of oil & gas activities;
• Update and maintain HR System to reflect structural changes;
• Support job evaluation processes competency mapping and grading recommendations ensuring consistency with industry benchmarks and internal equity;
• Conduct competency assessments and collaborate with line managers to align employee skill profiles with technical HSSE and leadership requirements specific to oil & gas operations;
• Maintain and standardize job description documentation ensuring accuracy and alignment with company standards;
• Provide analytical support for workforce planning including headcount reporting skills & competencies gap assessments succession planning and organizational design proposals.

Performance Management & Retention

• Coordinate the full performance management cycle ensuring alignment with corporate objectives HSSE standards and oil & gas operational realities;
• Lead the annual and mid-year review processes: train managers track completion and consolidate outcomes with accuracy and consistency;
• Support line managers in conducting effective performance conversations providing coaching tools and frameworks to ensure fairness transparency and compliance;
• Analyze performance outcomes to identify trends risks and development needs; escalate findings to the HR & Communication Manager with actionable recommendations;
• Design and implement targeted retention initiatives including stay interviews retention risk analysis and tailored action plans for key staff;
• Propose recognition programs that link performance results to both monetary and non-monetary rewards reinforcing engagement and retention;
• Monitor and report on key people indicators such as turnover and performance in collaboration with Group;
• Contribute to building a culture of meritocracy and recognition ensuring that performance management supports both employee motivation and business continuity.

Culture Employee Engagement & Wellbeing

• Promote company culture and HSSE values ensuring employees experience a positive inclusive and supportive working environment across operations;
• Design and deliver onboarding programs that immerse new joiners in the companys culture values compliance standards and safety practices specific to the oil & gas industry;
• Plan and coordinate team-building activities internal events and engagement programs that strengthen collaboration and reinforce a culture of safety and performance;
• Administer and analyze employee engagement surveys; present findings to leadership and facilitate action planning to address workforce concerns and enhance retention;
• In coordination with the Administration department support the deployment of workplace initiatives contributing to a positive and engaging work environment;
• Take an active part in all Labor union negotiations and social dialogue processes contributing to preparation attending sessions and monitoring the execution of commitments;
• Act as a visible and approachable HR contact for culture and engagement matters fostering trust psychological safety and a strong sense of belonging within a multicultural workforce.

HR Generalist Support & Cross-functional Collaboration

• Act as a trusted HR advisor and point of contact for line managers on matters related to performance development engagement wellbeing and compliance in oil & gas operations;
• Collaborate closely with the HR & Payroll Administrator to ensure consistency accuracy and continuity of HR service delivery;
• Support the HR & Communication Manager in preparing HR reports management committee materials and people analytics dashboards with a focus on critical workforce indicators;
• Contribute to the continuous improvement of HR processes tools and policies ensuring alignment with hydrocarbons regulations labor law and industry best practices;
• Participate actively in HR projects and Group-level initiatives including organizational development talent pipeline management and global HR transformation programs;
• Foster cross-functional collaboration by engaging with operations HSE finance and procurement teams to ensure HR initiatives are integrated into broader business objectives;
• In support of the HR & Communication Manager lead the operational stages of the recruitment process drafting and posting of job offers application screening and preselection participation in interview panels and candidate assessment and preparation of recruitment recommendations in coordination with the HR & Payroll Administrator for scheduling and pre-employment formalities.

Anti-Bribery Corruption & Compliance

• Support the HR & Communication Manager in their capacity as Compliance Focal Point in the deployment and monitoring of the Companys anti-bribery and corruption (ABC) and compliance program;
• Support the HR & Communication Manager in the dissemination of compliance policies the organization of awareness and training sessions for employees and the follow-up of related attestations and acknowledgements;
• Assist the HR & Communication Manager in maintaining compliance records registers (gifts and hospitality conflicts of interest declarations) and documentation in audit-ready condition;
• Escalate promptly to the Compliance Focal Point any concern red flag or reported irregularity ensuring confidentiality and protection of good-faith reporters.

Qualifications :

REQUIREMENTS EDUCATION & EXPERIENCE

Diploma

• Bachelors degree (License Bac3) required Masters degree (Bac5) preferred in Human Resources Management Law (Social/Labor Law) Business Administration;
• Additional certification or continuing education in Tunisian labor law social security (CNSS) regulations or payroll practice is an asset;
• Additional certifications in HSSE labor relations or international HR practices (e.g. CIPD SHRM trainings) considered an asset.

Experience

• Minimum 5 years of progressive HR generalist experience including exposure to labor law compliance employee relations and organizational development in Tunisia;
• Demonstrated ownership of Learning & Development performance management employee engagement and retention programs in complex industrial or oil & gas environments;
• Proven track record in training design delivery and budget management including HSSE (Health Safety Security & Environment) programs and mandatory certifications;
• Strong familiarity with Tunisian labor law hydrocarbons code and HR compliance requirements including union relations and inspection procedures;
• Experience in HRIS Systems and Microsoft Office (PowerPoint Excel Word) with the ability to produce executive-ready reports and analytics dashboards.

Languages

• French Arabic and English verbal and written (all three required).

Additional Information :

Department:

HR

Reports To:

HR & Communications Manager

Location:

Tunis Tunisia

Remote Work :

No

Employment Type :

Full-time