People and Culture Lead

About UAS:

UAS International Trip Support is a global leader in providing comprehensive aviation services, offering support across trip planning, ground handling, fuel services, and flight operations. With a strong presence worldwide, we cater to the aviation industry's unique needs with innovative technology solutions, superior customer service, and a dedicated team of experts. Our vision is to be the leading provider of global aviation support services, and we aim to continuously enhance our service offerings through digital transformation and cutting-edge technology.

About the Role:

The People & Culture Lead will play a strategic role in shaping and enhancing the employee experience by developing and implementing HR programs, policies, and initiatives. This role requires a dynamic HR professional with strong business acumen and a people-first approach to foster a high-performance, engaged, and inclusive workplace culture. The ideal candidate will collaborate closely with leadership and employees to drive talent development, organizational effectiveness, and a best-in-class employee experience.

Key Responsibilities:

Strategic People Management & Culture Development

1. Partner with the Management to design, implement, and manage people-focused programs, policies, and initiatives that drive engagement, retention, and business success.
2. Lead and oversee the development of HR strategies related to performance management, salary reviews, compensation, employee engagement, and organizational development.
3. Establish and refine company-wide goal-setting frameworks (such as Objectives and KPIs) to align individual and team performance with business objectives.
4. Foster a culture of continuous feedback and recognition to drive high performance and innovation.
5. Stay abreast of industry-leading best practices to bring fresh ideas and innovation to all aspects of people and culture.

Talent Development & Performance Management

1. Develop and execute talent management and leadership development programs to support employee career progression and organizational growth.
2. Design and oversee the performance management process, ensuring alignment with business objectives and fostering a culture of growth and accountability.
3. Manage the training and development strategy, creating and implementing a company-wide learning platform that enhances employee skills and capabilities.
4. Conduct training needs assessments and implement upskilling programs tailored to business goals.
5. Support managers in coaching and developing their teams, providing tools and frameworks for effective leadership and team performance.

Compensation & Benefits Strategy

1. Oversee the annual salary review process, ensuring fairness, market competitiveness, and alignment with business priorities.
2. Work closely with finance and leadership to develop compensation strategies, including salary structures, incentive programs, and bonus schemes.
3. Manage and evaluate employee benefits programs to enhance employee satisfaction and retention.
4. Conduct benchmarking and market analysis to ensure competitive compensation and benefits offerings.

Employee Engagement & Experience

1. Act as a champion for employee experience, ensuring the successful implementation of action plans based on Employee Engagement data.
2. Work closely with the HR team to optimize the onboarding experience, ensuring it is seamless, structured, and engaging for new hires.
3. Lead and support internal communication strategies that foster transparency, inclusion, and collaboration across all levels of the organization.
4. Partner with cross-functional teams to build an inclusive workplace where diversity and belonging are embedded in company culture.

Organizational Effectiveness & HR Business Partnering

1. Drive organizational design initiatives to ensure business structures and workforce planning are aligned with strategic objectives.
2. Partner with department leaders to assess, recommend, and implement HR solutions that drive business performance and employee success.
3. Provide guidance on complex employee relations issues, ensuring fair and consistent application of HR policies and best practices.
4. Act as a trusted advisor to managers and employees, offering coaching and support on HR-related matters.

Qualifications & Experience:

1. Bachelor's degree in Human Resources Management, Business Administration, Industrial Relations, or a related field.
2. At least 5-8 years of experience in HR business partnering, organizational development, or a similar role.
3. HR Certification such as CIPD, SHRM, or equivalent is preferred.
4. Strong ability to establish and maintain effective working relationships with internal clients and other stakeholders.
5. Strong expertise in talent management, leadership development, compensation & benefits, and performance management frameworks.
6. Proven ability to work under pressure in fast-paced environments with evolving priorities.
7. Strong analytical and problem-solving skills with a strategic mindset.
8. Exceptional organizational, communication, and interpersonal skills.
9. Experience with HRIS, people analytics, and compensation benchmarking tools is an advantage.