Human Resources Generalist Company: ExpoStudios Reports to: Chief Operating Officer Employment Type: Full-time, On-site   About ExpoStudios ExpoStudios is a professional services firm operating across events technology, video production, and software development. We build and deliver for enterprise clients and regional market leaders, combining creative production with engineered systems and data-driven campaigns. As the firm scales across multiple practice areas and geographies, we are establishing a people function to support the next stage of growth.   Role Summary The Human Resources Generalist will serve as the operational backbone of the people function at ExpoStudios. This is a hands-on role spanning the full employee lifecycle—from sourcing and hiring to onboarding, performance management, compensation, compliance, and culture. You will design, implement, and run systems that support three distinct talent groups: Creative professionals Software & AI engineers Commercial & marketing teams This role is suited for someone who thrives in a build-from-scratch environment. You will not inherit a mature function, you will create it.   Why This Role Exists Now ExpoStudios is in an active growth phase: Expanding marketing, production, and teams Formalizing internal structures Scaling hiring velocity Establishing performance and compensation frameworks A dedicated owner is required to build and manage the people function end-to-end.   Key Responsibilities 1. Talent Acquisition & Recruitment Partner with department heads on hiring plans, job descriptions, and scorecards Manage full recruitment lifecycle: Sourcing Screening Interviews Assessments Offers & negotiation Hire across: Creative (production, design, editing) Technical (engineering, AI, cloud) Business (marketing, operations, finance) Build pipelines for hard-to-fill roles Track and report hiring metrics: Time-to-hire Offer acceptance rate Pipeline health Represent the company at events, universities, and industry forums 2. Onboarding & Integration Design structured onboarding per function Coordinate: Equipment Access Documentation First-week schedules Run probation reviews and confirmation processes Conduct 30/60/90-day feedback cycles Continuously optimize onboarding experience 3. Employee Relations & Culture Act as first point of contact for employee matters Handle grievances with discretion and consistency Mediate employee-manager conflicts Investigate workplace issues in line with policy and law Run engagement surveys and action plans Lead cultural initiatives, events, and recognition programs 4. Performance Management Implement full performance cycle: Goal setting Mid-year reviews Annual evaluations Coach managers on: Feedback delivery Performance documentation Development conversations Build career paths across functions Maintain fair calibration across departments 5. Compensation & Benefits Benchmark salaries against regional market data Coordinate payroll inputs, bonuses, and commissions Manage benefits: Medical insurance Allowances Leave balances Prepare and review offer packages Maintain compensation bands and update annually 6. People Operations & Compliance Manage contracts, documentation, and employee records Oversee: Work permits Hiring process Ensure compliance with Egypt labor law and regulations Maintain and update employee handbook Implement & manage HRIS Report on: Headcount Turnover Hiring metrics Engagement 7. Learning & Development Identify skill gaps with department heads Design or source training programs Manage L&D budget and outcomes Support continuous education initiatives 8. Policy, Governance & Risk Draft and maintain policies: Code of conduct Remote work IP & confidentiality Information security Partner with legal counsel when required Maintain audit-ready documentation Identify and escalate people-related risks   All applications are reviewed.