Job Description

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.

Tech & Product grew in size this year. Finance, Legal, Compliance and the CEO Office are carrying the IPO workload on top of running the company. Today one Senior HRBP covers all five, and the ceiling is visible.

This role takes the working population of those five functions and owns it outright.

You would report directly into our Senior HRBP in Kuala Lumpur, with no layer in between. They hold the function heads and their direct reports. You would hold everybody else — the managers and the individual contributors across five functions. Engineering runs on velocity. Finance runs on the close. Legal and Compliance run on evidence. The CEO Office runs on whatever is urgent that week.

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.

If you have wanted a seat with real decision rights instead of a queue of work handed down to you, this is that seat. It comes with the other half of the deal: you will be corrected directly, you will be asked for the answer before the reasoning, and a problem brought without a recommendation attached is not how this works.

WHAT SUCCESS LOOKS LIKE

Twelve months in, managers across these five functions come to you first rather than to your manager and a case reaches him only when it genuinely needs to. Your populations have documented processes, decisions that hold up on the record, and people evidence that stands up to IPO-grade scrutiny.

How we work matters as much as what we achieve. Doing the basics right, every time, sets us up for success.

Most of your time will be spent driving impact through:

Business partnering

• Advising line managers across Tech & Product, Finance, Legal, Compliance and the CEO Office 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 managers in these functions, and resolving escalations before they become risk.
• Knowing five functions well enough to be useful to each. An engineering manager and a compliance lead 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 enforcement, 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 functions, 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 IPO readiness

• Holding HR documentation and case records for your functions to a standard that survives external scrutiny: files, evidence, decisions and the reasons behind them.
• Owning the monthly people pack for the five functions — 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 function heads believe, and reconciling the three when they disagree.
• Contributing the people evidence required for IPO readiness, on top of business as usual rather than instead of it.
• Building the process where none exists yet. A good deal of this work is manual for now.

Requirements

These are minimum-requirement skills and a ‘must-have’ for the role:

QUALIFICATIONS & EXPERIENCE

At Teleport, we’re all about creating a diverse and inclusive team where everyone feels valued. We believe that different perspectives make us stronger and help us do logistics better across Southeast Asia. We welcome people from all walks of life and celebrate what makes each of us unique. If you’re passionate about making a difference, we’d love to hear from you!

Benefits

Work-Life at #TeamTeleport

• Unlimited training -You will have access to a wide range of learning resources including Notion!
• Ditch the Suit & Tie - Be comfortable as you are, express your inner Fashionista… as long as it's not a birthday suit!
• Vacation and time away - Sometimes you need to recharge and come back energized! That’s why you will get 90% off flights to destinations within AirAsia's network.
• Growth opportunities - We embrace and take on opportunities to learn and grow at Teleport as we reimagine the way we do things. Yes, we meet the challenge head on as a team, and we celebrate together with you when you succeed and reap the rewards when the hard work pays off!