HR Business Partner (Tech & Product) at Teleport

Delhi, delhi, India -

Full Time

Start Date

Immediate

Expiry Date

15 Jan, 26

Salary

0.0

Posted On

17 Oct, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Leadership, Business Partnership, Workforce Planning, Talent Acquisition, HR Tech, Crisis Management, Employer Branding, Communication, Strategic Thinking, Operational Execution, Data Analysis, Change Management, Relationship Management, Conflict Resolution, Multitasking, Logistics Experience

Industry

Logistics;Transportation;Supply Chain and Storage

Description

Company Description Teleport is Southeast Asia’s leading logistics provider with the region’s largest air logistics network. We offer customizable, next-day delivery solutions from first to last mile, moving large cargo and small parcels for businesses of all sizes, eCommerce marketplaces, and forwarders. We believe in providing faster, cheaper, and better logistics solutions to our clients. Teleport is dedicated to revolutionizing the logistics industry in the region. Role Description At Teleport, the logistics venture of AirAsia, we’re on a mission to redefine how goods move across Southeast Asia. We’re scaling fast toward our 2-million-parcels-a-day goal and gearing up for an exciting pre-IPO journey. Our Tech & Product organisation is the engine behind that growth, and we’re looking for a HR Business Partner to amplify impact at speed and scale, based in Delhi India. What's in it for you (The Opportunity): Shape the people agenda for Tech & Product, working closely with visionary engineering and product leaders. Drive data-led talent, performance, and workforce strategies that directly influence product velocity and business outcomes. Play a pivotal role in a high-growth, pre-IPO company that’s transforming logistics across the region. What you’ll do (Responsibilities): i) Leadership & Business Partnership Must be deeply operational - understands structure, quick to pick up knowledge Works directly with business leaders to execute HR strategies that impact business performance High autonomy and ownership - can drive the HR agenda! Not Siloed ii) Workforce & People Strategy Workforce planning: Expertise in lean workforce optimization and cross-border talent strategies Talent acquisition & development: Experience in senior hiring - most importantly scope of talent in structure and capability-building HR tech & automation: Familiar with AI/HR tech tools for efficiency and decision-making Crisis & change management: Able to stabilize, scale, and transform HR operations during rapid change Employer branding & engagement: Builds strong, scalable culture in high-churn workforce environments for own pillars iii) Cultural & Regional Fit Malaysia-based, with strong SEA experience Strategic thinker with a fast-execution mindset Communication is key - Must build strong relationships at all levels of the organization iv) The Teleport HRBP DNA Thinks and executes like a business leader, not just an HR professional Balances strategic HR thinking with deep operational execution Drives business outcomes, not just HR metrics Builds for scale - designs and executes HR frameworks that sustain hypergrowth Works fast, adapts faster - thrives in chaos but knows how to bring structure where needed Understands how tech and data enable better people's decisions What you'll need (Requirements): Bachelor’s degree in Human Resources, Business Administration, or related field Proven track record in managing the full employee lifecycle and HR processes. Strong advisory, influencing, and communication skills. Experience in engagement, recognition, and inclusion initiatives. Ability to manage relationships, resolve conflicts, and gain trust quickly. Comfort with multitasking in a dynamic, fast-paced environment. Experience in a logistics or related industry is a plus

Responsibilities

The HR Business Partner will work closely with business leaders to execute HR strategies that impact business performance and drive talent and workforce strategies. This role requires a deep operational understanding and the ability to stabilize and transform HR operations during rapid change.