People Manager

Astria Learning operates across multiple countries and continuously hires for roles ranging from high-volume Admissions and Student Success positions to specialist roles in Marketing, Technology, Operations, HR, and Finance.

The People Manager owns the employee journey from attraction and recruitment through onboarding, engagement, retention, and development.

This role is not limited to filling vacancies. The People Manager is responsible for building meaningful connections with employees across countries and departments, understanding their experience, identifying retention risks, supporting career-development opportunities, and helping leadership build a stronger people-management strategy.

You will personally maintain regular contact with employees, understand what motivates them, identify concerns before they become resignations, and work with the HR Manager and department leaders to create development paths for strong performers.

At the same time, you will own Astria Learning's full-cycle recruitment process and the effective use of TalentFlow AI, our AI-assisted recruitment platform.

The ideal candidate combines strong recruitment capability with genuine interest in people, employee development, retention, and organizational culture.

Own recruitment from approved vacancy through accepted offer across all Astria Learning markets: understanding hiring needs and workforce priorities, defining roles with hiring managers, writing and improving job descriptions, selecting appropriate recruitment channels by role and country, publishing vacancies, managing candidate pipelines, screening candidates, coordinating interviews and assessments, supporting final selection decisions, managing offers and candidate communication, and coordinating preboarding and transition into employment.

Ensure every vacancy has a clear recruitment strategy, owner, priority, and timeline. Manage multiple vacancies simultaneously without allowing roles or candidates to remain inactive because of delayed follow-up.

Choose recruitment channels based on the role, seniority, location, urgency, candidate availability, historical source performance, and recruitment budget — LinkedIn, Jobberman, BrighterMonday, local job boards, professional communities, universities, employee referrals, direct sourcing, and specialist recruitment platforms.

Continuously evaluate which channels provide the strongest candidates and best retention outcomes.

Manage the day-to-day recruitment process within TalentFlow AI: vacancies configured correctly, screening questions relevant, video-introduction prompts appropriate, candidate stages accurate, automated communications professional and timely, and candidate data and recruitment records properly maintained.

candidate experience and recommend improvements.

Build regular and meaningful connections with employees across countries, departments, and remote teams. Create a structured approach to employee check-ins rather than waiting for employees to raise concerns themselves.

Own the company's proactive approach to employee retention. Identify employees or teams at risk of disengagement or resignation through regular employee check-ins, manager feedback, performance trends, absence patterns, employee surveys, changes in engagement or behavior, compensation concerns, lack of career progression, and role dissatisfaction.

Do not wait until an employee submits a resignation to understand why they wanted to leave.

Work closely with the HR Manager and department leaders to develop clear career-development paths for employees: identifying high-performing employees, employees ready for greater responsibility, potential future supervisors or managers, employees who could move into specialist roles, development gaps preventing promotion, and opportunities for cross-functional growth.

Partner with the Global Operations Manager and HR Manager to develop and continuously improve Astria Learning's broader people strategy, contributing to decisions on workforce planning, organizational structure, hiring priorities, employee retention, career progression, succession planning, leadership development, internal mobility, employee engagement, recognition, performance culture, management quality, and team communication.

Use direct employee feedback and workforce data to identify where changes are needed.

Own the transition from candidate to new employee in collaboration with the HR Manager, Regional HR Officers, IT, Finance, and hiring managers. Ensure new employees have clear communication before their start date, required documentation, system and equipment readiness, a structured first-day plan, clear reporting lines, role expectations, appropriate introductions, and an onboarding schedule.

Maintain personal contact with new hires during their first weeks and months. Conduct structured check-ins at the first week, first month, and during probation. Identify and resolve early issues — lack of manager communication, poor onboarding, missing equipment or access, unclear expectations, misalignment between the advertised role and actual responsibilities, early disengagement — before they contribute to early attrition.

[Reconciled] Onboarding documentation itself follows standards and templates the HR Manager owns; Regional HR Officers execute the paperwork locally. The People Manager's ownership here is the transition and early experience, not the documentation process.

Create structured ways to gather employee feedback: individual check-ins, new-hire surveys, employee engagement surveys, stay interviews, exit interviews, manager feedback, and focused discussions with specific teams.

Analyze recurring themes and distinguish isolated complaints from systemic organizational issues. Provide leadership with practical recommendations based on employee feedback. Maintain confidentiality and professional discretion when handling sensitive information.

Work directly with hiring managers and leadership on both recruitment and employee development: defining realistic hiring requirements, interview structures, candidate evaluation, new-hire integration, employee engagement, retention risks, career discussions, development planning, and succession planning.

Challenge delays, unclear decisions, poor candidate treatment, or weak onboarding when they negatively affect hiring or retention. Encourage managers to take active responsibility for the development and engagement of their employees.

Partner with the HR Manager and department leaders during performance and talent-review cycles to help identify high performers, employees with promotion potential, employees requiring development support, employees at risk of leaving, critical roles without successors, and strong internal candidates for future vacancies.

Support regular talent discussions with leadership and ensure agreed development actions are followed through.

Ensure Astria Learning presents a clear, professional, and realistic employer brand. Maintain a candidate experience that is fast, respectful, transparent, personal, and well communicated, with timely updates throughout the recruitment process.

Support recruitment content and employer-brand messaging that accurately reflects role responsibilities, performance expectations, remote-working environment, company culture, and career opportunities. Avoid making promises during recruitment that cannot be supported after the employee joins.

Provide regular reporting covering both recruitment and people-management indicators: open vacancies, time to fill, time to hire, source effectiveness, offer-acceptance rate, cost per hire, candidate drop-off, first-month and probation attrition, employee turnover, reasons for resignation, retention by team and country, employee engagement themes, internal promotions, internal mobility, high-potential employees identified, development plans in progress, retention risks, and new-hire experience.

Develop and coordinate engaging HR and people-focused content that strengthens employee connection, company culture, and internal communication across Astria Learning's global workforce: HR video content for employees, candidates, and new hires; short videos on policies, benefits, career opportunities, onboarding, and company updates; employee spotlight, welcome, recognition, and culture-focused content; success stories, career progression, and achievements; onboarding videos; recruitment videos and employee testimonials; and an ongoing HR content calendar.