The HR Business Partner acts as a strategic and operational partner to designated business units and department leaders, ensuring HR practices, policies, and interventions support the delivery of the project through design development, construction, and airport opening in 2030. With a particular focus on recruitment during the construction phase, the role ensures TAC and its construction-facing business units are resourced at pace to meet programme milestones. The role also leads the creation and continuous development of HR policies and processes, and supports the successful adaptation of new hires — including expatriate staff — into the organization, translating business needs into people solutions across workforce planning, talent acquisition, performance, and employee relations, while ensuring consistency with TAC's grading, compensation, and HR governance frameworks.

1. Construction-Phase Recruitment

• 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.

2. New Hire Adaptation & Onboarding

• 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.

3. Expatriate Management

• 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.

4. HR Policy & Process Creation

• 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.

5. Strategic HR Partnership

• 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.

6. Talent Acquisition & Workforce Planning

• 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.

7. Performance & Talent Management

• 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.

8. Employee Relations & Compliance

• 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.

9. HR Projects & Continuous Improvement

• 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.

Candidate Profile

Qualifications & Certifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• HR professional certification (e.g. CIPD, SHRM) an advantage.

Experience

• 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.

Skills & Attributes

• 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.

Success Measures (indicative)

• 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.