We are Skytree

Skytree enables a transition to a world with cleaner Air for everyone. We do this by developing and deploying smart technology that captures atmospheric carbon dioxide, enabling its use or storage to combat climate change and aid society and businesses around the world.

Born out of the European Space Agency (ESA), we are a global team of highly talented scientists, engineers and business professionals, supported by an experienced management team. Our working culture is based on a dynamic and smart approach to business with an open and understanding attitude to others and a desire to expand the boundaries of what is possible.

As we’re currently reshaping our People & Places team, we are looking for a Talent Generalist to join us on this journey!

Your role The scope of HR in a tech startup is uniquely broad and impactful, blending strategic influence with hands-on generalist responsibilities. As our Talent Generalist, you’ll operate entrepreneurially spirited with a focus on both strategic growth and day-to-day operational excellence. This is a highly visible and impactful role perfect for someone who thrives in a fast-paced environment and wants to own a broad scope of the People experience, from "hello" (recruitment) to "how's it going?" (retention and development).

The role is part of our small but mighty People & Places team, consisting of the Chief People Officer, A Talent partner and Talent Intern (and you!), together growing a global headcount of 90+ people (nearly 40 different nationalities!). This role reports directly to the CPO and will be instrumental in scaling our team and culture. You must be prepared to roll up your sleeves and accommodate a wide variety of tasks on a daily basis, transitioning with ease from one HR domain to another. We expect you to be a Swiss Army knife.

Overall, you’ll make an impact through 3 core pillars:

1. HR Business Partnering & Employee Experience

• Business Alignment: Partner directly with people managers to understand their operational goals and challenges, ensuring people plans directly support business outcomes. Support the people side of organizational changes, such as restructuring, new technologies, or shifting to a different operating model, ensuring smooth transitions and managing employee communication.
• Manager Support: Serve as a trusted advisor and coach to people managers on all things people, e.g. employee relations, performance management, career development, compensation reviews, etc. Guide managers through complex situations like performance improvement plans (PIPs) and disciplinary actions.
• Employee Relations: Get to know every single employee in your target group. Handle sensitive and complex employee issues, grievances, and conflict resolution, acting as an impartial mediator and ensuring fair, consistent, and documented resolutions.
• Data & Analytics: Use HR metrics (e.g. turnover, eNPS, time-to-hire, diversity data) to generate insights and influence leadership decisions, moving the conversation from reactive problem-solving to proactive strategy.
• Culture & Engagement: Champion our company culture and drive initiatives (e.g. pulse surveys, internal events, recognition programs, etc.) to measure and improve employee satisfaction, engagement, retention and overall cultural health.
• HR Projects: Together with the CPO, continue building our People Proposition by developing and implementing relevant HR projects, e.g. job evaluations, competency frameworks, leadership development programs, etc. Adopting the “People Product Operating Model”, use design thinking and data to create user-centric, efficient, and strategic HR solutions, creating internal "products" (like an "org design" tool or a "job change" workflow) to solve specific organizational challenges and improve employee journeys.

2. Talent Acquisition

• Workforce Planning: Identify critical skill gaps and proactively forecast future talent needs (e.g. anticipating skill gaps for a new product launch or geographical expansion) and, together with the CPO, design organizational structures that support rapid, yet sustainable, scaling.
• End-to-End Recruitment: Own and manage the entire recruitment lifecycle for various roles (Tech, GTM, Operations, etc.)—from intake meetings and job description creation to sourcing, screening, scheduling, and offer negotiation.
• Strategic Sourcing: Develop and execute creative sourcing strategies to build strong pipelines of diverse and qualified candidates.
• Candidate Experience: Ensure a consistently positive, professional, and engaging experience for every candidate, regardless of outcome..

3. Operational HR & Workplace Management

• Policies & Compliance: Support the CPO in developing, implementing, and maintaining scalable HR policies and ensuring compliance with local employment laws, as the company grows, often across different regions.
• Onboarding & Offboarding: manage all tasks related to the employee lifecycle, ensuring smooth and compliant preboarding, onboarding and offboarding processes.
• HR Administration & Automation: Maintain employee data integrity across our HRIS and other systems (e.g. contracts, amendments, visa documentation, etc.). In addition, especially in this context, you bring the eagerness to automate whatever can be automated.
• Workplace Support: When required, act as the People team's point of contact for day-to-day office management and workplace needs, ensuring a safe, functional, and pleasant working environment (e.g. liaising with building management, managing supplies, organizing internal events).
• HR Tech Stack: Manage our HR tech stack (with a focus on talent platforms, e.g. ATS, job boards, psychometric assessments, Leapsome) and provide support to new and existing employee users. Ensure that we, as a function, stay up to date with the latest AI developments and integrate AI into our workflows to maximise productivity and efficiency.