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Open nowPosted 60 days ago

HR Business Partner

visioninvest14 open roles

Where
Tashkent
Work mode
On site
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Your applicationOpen nowHR Business Partnervisioninvest · Tashkent

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  2. 3.4%3 days
  3. 7.8%7 days
  4. 14.3%14 days
  5. 33.7%30 days
This job: posted 60 days ago

The posting

Job Description

  • Act as the lead HR Business Partner for recruitment across construction and technical business units, ensuring hiring keeps pace with the build programme (2026–2030).
  • Partner with the Cost Control & Planning Manager and construction leadership to align hiring plans with the project schedule and workforce ramp-up curve.
  • Manage high-volume and time-critical recruitment for site-based and technical roles, including EPC/PMC interface positions, ensuring minimal time-to-fill during peak construction periods.
  • Coordinate with recruitment agencies, mobilization/demobilization planning, and visa/work permit processes to support timely deployment of expatriate and local construction staff.
  • Maintain and report on construction-phase hiring trackers and dashboards, flagging resourcing risks to project leadership ahead of critical milestones.
  • Design and manage structured onboarding and adaptation programmes to support new hires' integration into TAC's culture, ways of working, and project environment.
  • Monitor new hire adaptation through probation periods, proactively identifying and resolving integration challenges.
  • Act as a point of contact for new hires during their adaptation period, gathering feedback to continuously improve the onboarding experience.
  • Coordinate site-specific inductions, safety orientations, and role-specific onboarding for construction and technical personnel.
  • Manage the end-to-end expatriate employee lifecycle, including relocation support, work permit/visa processes, and cultural and logistical onboarding.
  • Act as the primary HR point of contact for expatriate staff, addressing relocation, housing, family, schooling, and settling-in issues where relevant.
  • Coordinate with legal, immigration, and government liaison functions to ensure expatriate documentation and compliance requirements are met.
  • Support expatriate staff through cultural adaptation, providing guidance on local norms, labor law, and TAC policies to minimize friction and early attrition.
  • Liaise with Vision Invest's central treasury and HR functions (as applicable) on cross-border expatriate matters.
  • Lead the design, drafting, and implementation of new HR policies and processes required as the organization scales through construction toward operational readiness.
  • Develop standard operating procedures (SOPs) for core HR processes, including recruitment, onboarding, performance management, and employee relations.
  • Review and update existing policies to ensure continued alignment with Uzbek labor law, international best practice, and TAC's grading and compensation frameworks.
  • Support policy governance, including approval workflows, version control, and communication of new or updated policies to business units.
  • Act as the primary HR point of contact for assigned business units and department leaders, understanding their operational priorities and translating them into HR interventions.
  • Advise line managers on organizational design, workforce planning, and resourcing needs aligned with project milestones.
  • Support the rollout and embedding of TAC's pay philosophy, grading structure, and HR policies within assigned business units.
  • Partner with talent acquisition to define role requirements, support interview processes, and ensure timely hiring against the recruitment plan.
  • Support monthly and milestone-based workforce planning and hiring trackers for assigned business units, with particular attention to construction workforce phasing.
  • Support the design and execution of performance management cycles, ensuring fair and consistent application across business units.
  • Identify talent development needs and support succession planning for key roles.
  • Coach and advise managers on performance issues, career development, and talent retention.
  • Manage employee relations matters, including grievances, disciplinary processes, and contract terminations, in line with Uzbek labor law and TAC policy.
  • Ensure HR practices comply with local labor regulations and international best practice for a multicultural, multinational workforce.
  • Maintain accurate employee records and support audits and compliance reviews as required.
  • Support HR-led projects such as grading reviews, compensation benchmarking, and policy development.
  • Provide input into HR reporting and dashboards to support data-driven workforce decisions.
  • Champion HR best practices and continuous improvement across assigned business units.
  • Bachelor's degree in Human Resources, Business Administration, or a related field.
  • HR professional certification (e.g. CIPD, SHRM) an advantage.
  • Minimum 5–7 years of HR generalist or HR Business Partner experience, ideally within large-scale infrastructure, construction, or multinational organizations.
  • Proven experience leading high-volume or time-critical recruitment during a construction or build phase of a major project.
  • Proven experience designing and implementing HR policies and processes from scratch, ideally in a fast-growing or greenfield project environment.
  • Hands-on experience managing expatriate employees, including relocation, work permits/visas, and cultural adaptation support.
  • Experience designing and delivering new hire onboarding and adaptation programmes for a diverse, multinational workforce.
  • Strong working knowledge of Uzbek labor law and experience managing employee relations matters.
  • Experience working within grading, compensation, and performance management frameworks.
  • Strong business acumen with the ability to translate operational priorities into HR solutions, particularly under construction-programme time pressure.
  • Credible partner able to build trust with line managers and senior stakeholders, including expatriate employees adjusting to a new environment.
  • Structured, process-oriented approach to policy design and documentation.
  • Culturally sensitive and empathetic, with strong cross-cultural communication skills.
  • Sound judgement and discretion in handling sensitive employee relations matters.
  • Fluent English required, Russian or Uzbek an advantage.
  • Construction-phase hiring plans delivered on schedule, with time-to-fill targets met for site-based and technical roles.
  • New hires, including expatriates, successfully adapted and retained through and beyond the probation period, with low early attrition.
  • Expatriate relocation, documentation, and settling-in support delivered smoothly, with no unresolved compliance or welfare issues.
  • Core HR policies and processes designed, approved, and adopted, with clear governance and version control in place.
  • Workforce plans and hiring targets for assigned business units delivered on schedule.
  • Employee relations matters resolved fairly, consistently, and in compliance with local labor law.
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