Human Resources

• Run full-cycle recruitment across the studio from intake conversation to signed offer
• Plan hiring ahead of production needs and identify staffing gaps with leads
• Write role descriptions that attract talent
• Maintain candidate pipelines and provide timely feedback
• Negotiate and close offers
• Build clear role requirements, consistent interview stages, fair technical assessments and scorecards
• Own and improve ATS workflows, candidate experience and recruiting metrics
• Coach managers on interviewing, decision-making and day-to-day HR policies and tools
• Benchmark salaries and build market-aligned, budget-conscious offers
• Own employee onboarding and help new hires become productive quickly
• Manage employment contracts, payroll processes and forecasts, vacation and leave management, offboarding, benefits and employee records
• Handle terminations professionally and fairly in line with labour law and company policy
• Prepare termination documentation and guide managers through the process
• Serve as the studio’s go-to HR partner for conflicts, frustrations and personal difficulties
• Recognise unhealthy dynamics and introduce tools supporting ownership, direct conversation and problem-solving
• Monitor early signals of attrition
• Lead engagement, well-being, inclusion and psychological safety initiatives with the HR team
• Shape studio life through events and rituals

HR Lead

• Lead and develop the HR Business Partnering and HR Operations teams, setting clear priorities, standards and expectations
• Own and continuously evolve the HR operating model, including ownership, accountability and service standards
• Establish processes for case management, escalation, employee support and HR service delivery
• Align HR resources, priorities and budgets with business requirements
• Develop capability and future leadership within the HR team
• Provide leadership and direction to HR Business Partners as commercially minded advisors
• Act as senior escalation point for complex employee relations, organisational change, performance matters and sensitive employee situations
• Coach and support HR Business Partners in stakeholder management, performance management, talent reviews and complex employee matters
• Partner with senior leaders and managers on HR strategy, organisational effectiveness and employee-related risks
• Support organisational change, restructuring and evolving workforce requirements
• Strengthen manager capability in performance, feedback, employee relations and people leadership
• Own the quality and consistency of the employee experience across the full employee lifecycle
• Drive operational excellence across onboarding, contracts, role changes, absence, employee relations, case management and offboarding
• Standardise documentation, policies, workflows and approval processes across locations
• Ensure HR processes are governed, documented and compliant across relevant jurisdictions
• Partner with Legal and local specialists on employment legislation and complex employee matters
• Improve HR processes, HRIS workflows, reporting, data quality and self-service
• Use HR data and operational insight to identify trends and improvement opportunities
• Introduce automation and standardisation across HR processes
• Leverage AI and technology to improve scalability, efficiency and employee experience
• Establish and monitor HR KPIs, service levels and operational metrics
• Support performance management, talent reviews and succession planning
• Work with Talent Acquisition, Learning & Development and other People functions on a joined-up employee experience
• Build trusted relationships with senior executives, functional leaders and managers
• Provide senior leadership with insight into HR performance, organisational risks, recurring employee issues and recommended interventions
• Balance employee advocacy with commercial judgement and governance
• Act as a visible and credible HR leader across the organisation

Human Resources jobs in Malta

HR Lead

Head of HR