HR Business Partner

ABOUT US As Southeast Asia’s #1 integrated logistics provider, Teleport is all about making logistics fast, affordable and reliable. Our mission? To move things across Southeast Asia better than anyone else. We’re focused on making next-day delivery a reality for all. #TeamTeleport is guided by our values: Move with urgency — because time is crucial; Aim to pioneer — constantly innovating to stay ahead; Do it with intent — delivering with purpose and precision; and Keep it real — maintaining authenticity and transparency in all we do. Learn more about Teleport here: https://www.teleport.it/ A DAY IN A LIFE At Teleport, we’re building toward IPO — and that means doing the boring things well. Execution, discipline and follow-through matter as much as big ideas. This is a hands-on HR Business Partner role. You take an assigned portfolio of the business and own the people work inside it outright — the managers, the teams and every case that comes with them. Portfolios are assigned by the People team and can change as the business changes. You would report directly into a Senior HR Business Partner. They hold the function heads and their direct reports. You would hold everybody else — the managers and the individual contributors across your portfolio. This is not a support role and it is not a coordinator role. You would carry your own cases end to end, sign your own recommendations, and own the operational spine everything else rests on — documentation, case files, trackers, and the people evidence an IPO-grade audit will ask for. This is also not a polished environment. Much of the work is still manual and some of it does not exist yet. The right person reads that as the opportunity rather than the obstacle. WHAT SUCCESS LOOKS LIKE Twelve months in, success looks like this: the managers in your portfolio come to you first, your decisions hold up on the record, and the populations you support have documented process where there was none. If you have wanted a seat with real decision rights instead of a queue of work handed down to you, this is that seat. Most of your time will be spent driving impact through: Business partnering • Advising line managers in your portfolio on live employee issues, annual reviews, career conversations, performance concerns and sensitive communications. • Acting as trusted advisor and advocate through talent discussions, probation reviews, performance improvement plans and managed departures — running them yourself, from the first conversation to the final letter. • Serving as the primary People contact for the managers you support, and resolving escalations before they become risk. • Learning each function you support well enough to be useful to it. Different populations do not have the same problem and will not accept the same answer. Employee lifecycle ownership • Owning delivery and accountability across the full lifecycle for your populations: onboarding, confirmation, disciplinary, grievance, leave, policy application, career transitions, performance management and exits. • Running the performance and calibration cycle end to end — goal setting, mid-year, calibration, moderation, and preparing managers for the conversations they would rather avoid. • Partnering with Talent Acquisition on hiring for your portfolio, and owning what happens after the offer: levelling, onboarding and the first ninety days. • Executing compensation within band — band placement, cycle recommendations, off-cycle cases with a written rationale, and the letters that follow. Records, reporting and governance • Holding HR documentation and case records to a standard that survives external scrutiny: files, evidence, decisions and the reasons behind them. • Owning the monthly people pack for your portfolio — headcount, attrition, movement, open cases and risk — and being able to explain any number in it without going to look. • Keeping headcount honest across Workday, what Finance sees and what the business believes, and reconciling the three when they disagree. • Contributing the people evidence required for audit and IPO readiness, on top of business as usual rather than instead of it. • Building the process where none exists yet. These are minimum-requirement skills and a ‘must-have’ for the role: • You have run employee relations cases yourself, end to end. Non-confirmations, performance improvement plans, grievances, misconduct and managed exits — you wrote the file, you sat in the room, you signed the letter. Sitting in on a case your manager ran is not the same thing, and we will ask you to walk us through a specific one. • You have worked under Malaysian employment law as the accountable person. Employment Act, probation and confirmation, misconduct and domestic inquiry, notice and termination — and you can explain how you kept the individual’s dignity and the company’s evidentiary position intact at the same time. • You take decisions rather than route them. Anything inside band and inside policy is yours to call. You will be backed publicly on every decision made in good faith, and asked afterwards what you would do differently. • You have partnered with more than one type of function. Technical populations and corporate functions are different animals, and portfolios here carry both. • You are comfortable with a wide scope and a small function. There is no centre of excellence beneath you and no HR operations layer. What you own, you do. • Organised and methodical, with strong problem solving. Clear written English — this role produces letters, case files and papers that are read by group leadership and, occasionally, by lawyers. QUALIFICATIONS & EXPERIENCE • Minimum of 4 – 6 years Human Resources generalist or business partnering experience, or a business role providing deep insight into HR related matters. • Bachelor's degree in Human Resources, Business Administration, Law or a related field. • Experience partnering technology, product or corpo…