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,…