People & Talent Lead

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. You will be supported by the admin team for logistics and by the PRO function for government-facing submissions. As you stabilise operations, the mandate expands: formalise the recruitment process for our leadership hires, introduce a performance feedback rhythm, implement an HRMS, and help define the organisational structure and KPI ownership as the company scales.

The role reports directly to the CEO.

The right person for this role moves comfortably between an administrative task and a strategic conversation in the same day. The company is changing — and this person will be a driver of some of that change, not just a witness to it.
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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. No gaps, no dropped tasks.

Days 30–90 — Formalise recruitment Structured hiring process in place for all open leadership roles. Job definitions, scorecards, and interview frameworks in use. CEO involvement is deliberate, not reactive.

Months 3–9 — Implement systems HRMS and ATS deployed and in active use. Manual processes reduced. Staff trained.

Months 6–12 — Build the people architecture Org chart current. Role scorecards defined. Monthly performance feedback rhythm running. Compensation framework drafted. 12-month people roadmap submitted.
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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

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: Eurostaffs, Eurostaffs, Equip.co
• Senior candidate screening and pipeline reporting to CEO

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

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

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

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

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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What We Are Looking For

Must-Have

• 6–10 years in HR, People Operations, or HR Generalist roles — genuine breadth, not one vertical
• Working knowledge of the UAE visa and immigration process — document requirements, timelines, and coordination between HR and a PRO or government affairs function
• Personally hired at least one manager or department head — not only junior or volume hiring
• Implemented or administered an HRMS (Zoho People, BambooHR, or equivalent)
• Worked in a company going through active growth, restructure, or transformation — comfortable building while operating
• 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

Strong Differentiators

• Distribution, trading, electronics, or technical services experience in the UAE
• Multi-entity company exposure
• Familiarity with Scaling Up, Topgrading, or a comparable structured operating framework
• Experience managing service provider contracts and coordination

Do Not Apply If

• You have no familiarity with the UAE visa and immigration process — its stages, document requirements, or coordination touchpoints
• You have never hired a manager or department head
• Your HR experience is in one narrow vertical — L\&D only, compliance only, or payroll only
• You have only worked in stable, fully-built HR environments
• You need a team around you to operate

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What We Offer

• Salary: AED 8,000 – 12,000 per month (all-inclusive), based on experience
• Reporting line: Direct to CEO
• Scope: Functional ownership of the people function, with increasing strategic mandate as you prove delivery
• Career path: Natural foundation for Head of People as the company scales
• Benefits: Per UAE Labour Law — visa sponsorship, medical insurance, 30 days annual leave, gratuity, annual return ticket

How We Hire

We use a Topgrading-style interview process — chronological career review, structured competency assessment, and reference checks with past managers. Shortlisted candidates are assessed against a published Job Scorecard. The process is direct and the expectations are explicit.

Pay: AED8,000.00 - AED12,000.00 per month

Work Location: In person