• Bachelor’s degree, degree in HR or related field; Certification/Diploma in CIPD/PHR or SPHR are preferred
• 5+ years’ professional experience creating, scaling and implementing HR policies, procedures and programs
• Previous experience in a fast paced, start-up environment with experience planning and implementing programs. Preferably in B2B (professional services, SaaS)
• Significant experience with performance management and employee relations
• Experience managing cross-functional projects and initiatives
• Experience working with remote employees and teams
• Outstanding interpersonal and leadership skills; a role model for our core values
• Understanding of local and national employment laws and regulations
• Excellent written and verbal communication skills; strong presentation skills
• Fluent written and verbal English, additional language/s a plus

Implement TSA’s strategy to attract, recruit, retain, reward and develop the best talent and develop a value-based, high-performance culture, that emphasizes excellence and collaboration. Responsible for managing the entire employee-life cycle, and the development of people-related systems, processes, and metrics that enable the achievement of the TSA’s global business goals and strategic objectives. 

Focus areas:

TALENT DEVELOPMENT

• Implement integrated HR processes designed to attract, develop, motivate, and retain productive, engaged and motivated employees
• Implement and maintain up-to date, functional onboarding system
• Lead the implementation, revision and analysis of development processes
• Implement and monitor career mapping and succession planning frameworks

PERFORMANCE MANAGEMENT

• Ensure the process is clear, continuous and aligned with business goals
• Ensure clear functional roles & responsibilities with identified goals & objectives
• Ensure goals are defined and aligned cross all the functions; job functions and responsibilities, are addressed within a SMART goal framework
• Lead the implementation, revision and analysis of the Performance Management Process.
• Ensure implementation of a successful “pay for performance” strategy for motivation and reward of top performers, while developing the under performers to improve

EMPLOYEE WELLBEING

• To determine and recommend employee relations practices necessary to establish a positive employer-employee & manager-employee relationship and promote a high level of employee morale and motivation
• Develop and implement internal communication process: enhance organizational communication, encourage and develop employee communication & collaboration
• Conduct investigations when employee complaints or concerns are raised
• Regularly provide turnover and absenteeism analysis in order to proactively take relevant actions to minimize disruption to the business, and loss of top talent

COMPLIANCE

• To ensure all HR procedures are carefully aligned with employment law within TSA’s respective regions
• Ensure all the documents are aligned with the local legal requirements and updated regularly based on organizational changes
• Ensure all HR processes are conducted in compliance with legal local requirements
• Ensure TSA has all relevant policies that are easily accessible and updated regionally

EMPLOYER BRANDING

• Support Talent Acquisition Specialist to develop and own strong Employer Brand to attract the right talent to meet operational demands
• Ensure recruitment resourcing, recruitment and hiring practices and procedures are in place to attract the right talent
• Empower and maintain TSA’s Employer Brand by using tools like Recruitment Marketing to constantly promote it