People & Talent Lead
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Key skills for this role
About the Role
Techniline Electronics seeks a hands-on People & Talent Lead to own HR operations, recruitment, and people systems. You will manage visa processing, payroll, performance reviews, and HRMS implementation.
Key Skills for This Role
Responsibilities
- Own UAE visa and immigration coordination: document collection, checklist preparation, timeline tracking, employee follow up, and liaison with the PRO function
- Manage medical and workmen's compensation insurance – additions, deletions, annual renewals
- Handle monthly payroll input: attendance, system updates, submission to Accounts
- Manage leave management: approvals, leave salary calculation, air ticket entitlement tracking
- Formalise and structure the existing recruitment process: job definitions, scorecards, interview frameworks, pipeline tracking
- Own all active searches for leadership roles
- Run probation reviews and contract renewal appraisals using the existing performance review process
- Lead implementation of Zoho People and Equip.co or Zoho Recruit
- Maintain a current, published org chart
- Define role scorecards and KPI ownership for key positions
Requirements
- 6–10 years in HR, People Operations, or HR Generalist roles
- Working knowledge of the UAE visa and immigration process
- Personally hired at least one manager or department head
- Implemented or administered an HRMS (Zoho People, BambooHR, or equivalent)
- Worked in a company going through active growth, restructure, or transformation
- SME or founder led background – 50 to 300 staff
- Strong written communication – precise and direct
- Based in Dubai or able to commute on site daily
Full Job Posting
About Techniline
- Techniline Electronics Group is a 30 year old UAE based distributor of professional AV equipment, public address systems, and musical instruments.
- We operate across multiple legal entities with 40+ staff.
- We run on the Scaling Up framework — clear accountabilities, KPI ownership, weekly rhythm, and A player standards across the business.
- We are in an active growth and transformation phase: professionalising our leadership team, redesigning our organisational structure, and building the people systems required to scale significantly from where we are today.
The Role
- This is a hands on HR generalist role, with a genuine path to owning the people function as the company grows.
- You will own the day to day HR function — visa and immigration processing, insurance administration, payroll input, recruitment, onboarding, offboarding, performance reviews, leave management, and HR systems administration.
- The role reports directly to the CEO.
What the First 12 Months Look Like
- Days 1–60 — Own the operations: HR administration running cleanly: visa processing, insurance, payroll input, leave, onboarding, offboarding.
- Days 30–90 — Formalise recruitment: Structured hiring process in place for all open leadership roles.
- Months 3–9 — Implement systems: HRMS and ATS deployed and in active use.
- Months 6–12 — Build the people architecture: Org chart current, role scorecards defined, monthly performance feedback rhythm running.
What You Will Own HR and People Operations
- UAE visa and immigration coordination: document collection, checklist preparation, timeline tracking, employee follow up, and liaison with the PRO function — across new visas, renewals, and cancellations.
- Medical and workmen's compensation insurance — additions, deletions, annual renewals.
- Monthly payroll input: attendance, system updates, submission to Accounts.
- Leave management: approvals, leave salary calculation, air ticket entitlement tracking.
- Employee deductions coordination with Accounts.
- Government document coordination: trade license and establishment card renewal — document preparation and timeline tracking, with PRO function handling submissions.
- Employee master records: joiners, leavers, salary changes, entitlements.
- Service provider management: monthly attendance and invoice checks, annual contract review.
- Office administration coordination: supplier liaison, telecom contracts, consumables — with admin team support.
What You Will Own Talent Acquisition
- Formalise and structure the existing recruitment process: job definitions, scorecards, interview frameworks, pipeline tracking.
- Own all active searches: Sales Head, Finance Head, Marketing team, Projects & Services / Technical Head, and future leadership roles.
- Manage recruitment platforms directly: Indeed, LinkedIn, Equip.co.
- Senior candidate screening and pipeline reporting to CEO.
What You Will Own Performance and Appraisal
- Run probation reviews and contract renewal appraisals using the existing performance review process.
- Introduce a lightweight monthly feedback mechanism — manager, HR, and self assessment — for all staff.
- Support managers in having performance conversations, not just scheduling them.
What You Will Own Onboarding and Offboarding
- Own and improve the existing onboarding checklist: induction, introductions, systems access, biometric registration.
- Offboarding: exit interview, no claim letter, asset collection, F&F coordination, experience certificate.
What You Will Own HRMS and ATS Implementation
- Audit current manual processes and identify automation priorities.
- Lead implementation of Zoho People and Equip.co or Zoho Recruit.
- Configure, migrate data, train staff, ensure adoption.
What You Will Own Organisation and People Architecture
- Maintain a current, published org chart.
- Define role scorecards and KPI ownership for key positions.
- Draft a compensation band framework by month 9.
- Contribute to the Scaling Up operating rhythm: quarterly planning inputs, people KPI tracking.
What You Will Own Manager Capability
- Support managers in structuring team expectations and owning accountability conversations.
- Deliver interview training and scorecard usage to hiring managers.
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