HR Business Partner

About the role

The posting lists Tashkent. On the team you would Lead recruitment for construction and technical business units (2026-2030). Partner with Cost Control & Planning Manager and construction leadership to align hiring with project schedule. Manage high-volume and time-critical recruitment for site-based and technical roles including EPC/PMC interface positions. Coordinate with recruitment agencies, mobilization/demobilization planning, and visa/work permit processes for expatriate and local construction staff.

Key facts

What you'll do

• You will Lead recruitment for construction and technical business units (2026-2030).
• Partner with Cost Control & Planning Manager and construction leadership to align hiring with project schedule.
• Manage high-volume and time-critical recruitment for site-based and technical roles including EPC/PMC interface positions.
• Coordinate with recruitment agencies, mobilization/demobilization planning, and visa/work permit processes for expatriate and local construction staff.
• Maintain and report construction-phase hiring trackers and dashboards to project leadership.
• Design and manage structured onboarding and adaptation programmes for new hires.
• Monitor new hire adaptation through probation periods and resolve integration challenges.
• Act as point of contact for new hires and gather feedback to improve onboarding.
• Coordinate site-specific inductions, safety orientations, and role-specific onboarding for construction and technical personnel.
• Manage end-to-end expatriate lifecycle including relocation support and work permit/visa processes.
• Serve as primary HR point of contact for expatriate staff addressing relocation, housing, family, and schooling.
• Coordinate with legal, immigration, and government liaison functions for expatriate compliance.
• Support expatriate cultural adaptation and local labor law and policy guidance.
• Liaise with Vision Invest central treasury and HR functions on cross-border expatriate matters.
• Lead design, drafting, and implementation of HR policies and processes during construction through operational readiness.
• Develop standard operating procedures for recruitment, onboarding, performance management, and employee relations.
• Review and update policies to align with Uzbek labor law, international best practice, and TAC grading and compensation frameworks.
• Support policy governance including approval workflows, version control, and communication.
• Act as primary HR point of contact for assigned business units and department leaders.
• Advise line managers on organizational design, workforce planning, and resourcing aligned with project milestones.
• Support rollout and embedding of TAC pay philosophy, grading structure, and HR policies.
• Partner with talent acquisition to define role requirements and support interview processes.
• You will Support monthly and milestone-based workforce planning and hiring trackers.
• You will Support design and execution of performance management cycles.
• You will Identify talent development needs and support succession planning.
• Coach and advise managers on performance issues, career development, and retention.
• Manage employee relations matters including grievances, disciplinary processes, and contract terminations per Uzbek labor law and TAC policy.
• Ensure HR practices comply with local labor regulations and international best practice.
• Maintain accurate employee records and support audits and compliance reviews.
• 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.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field.
• Minimum 5-7 years HR generalist or HR Business Partner experience, ideally in large-scale infrastructure, construction, or multinational organizations.
• Proven experience leading high-volume or time-critical recruitment during construction or build phase of major project.
• Proven experience designing and implementing HR policies and processes from scratch in 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 multinational workforce.
• You need Strong working knowledge of Uzbek labor law.
• You need Experience working within grading, compensation, and performance management frameworks.
• You need Fluent English required.

Nice to have

• It helps if HR professional certification (e.g. CIPD, SHRM).