HR Manager

What You’ll Do

Talent Acquisition & Workforce Planning

• Own full-cycle recruitment across the studio, from workforce planning and role scoping through sourcing, interviewing, offer negotiation and hiring.

• Partner closely with the CEO, department leads and hiring managers to anticipate future talent needs and identify capability gaps before they begin affecting production.

• Recruit across technical, creative and operational disciplines, with a strong understanding of how to engage experienced professionals within the games and technology industries.

• Translate business and production requirements into clear, compelling job descriptions that accurately communicate the role, expectations and Prism’s culture.

• Build and maintain strong candidate pipelines for current and future hiring needs, ensuring candidates receive clear communication and timely feedback throughout the process.

• Design structured and consistent hiring processes, including interview stages, technical or creative assessments, evaluation criteria and scorecards.

• Lead offer development and negotiations, balancing candidate expectations, internal consistency, market conditions and company budgets.

• Continuously improve our ATS, recruitment workflows, candidate experience and hiring metrics.

Compensation & Market Intelligence

• Maintain a strong understanding of compensation trends across the games and technology sectors, particularly within European markets.

• Conduct salary benchmarking and provide informed recommendations when defining compensation ranges for new and existing roles.

• Develop competitive and sustainable offers that balance market expectations, internal equity and Prism’s financial objectives.

• Support leadership with workforce cost planning, payroll forecasting and people-related budgeting.

Employee Experience & HR Operations

• Own the employee lifecycle from onboarding through development, retention and off-boarding.

• Build an onboarding experience that gives new hires the tools, access, context and relationships they need to integrate quickly and contribute effectively.

• Manage core HR operations including employment contracts, employee records, payroll coordination, benefits, leave and absence management, HR systems and documentation.

• Maintain accurate, organised and compliant HR records and processes across the studio.

• Continuously review HR workflows and identify opportunities to simplify, automate or improve how we work.

Employee Relations & People Support

• Act as a trusted and approachable HR partner for employees and managers across the studio.

• Provide a neutral and confidential point of contact for workplace concerns, interpersonal challenges and difficult conversations.

• Identify potential issues early and work with the people involved to reach practical, constructive solutions before problems escalate.

• Support managers in handling performance concerns, feedback, conflict and other people-related situations confidently and consistently.

• Recognise unhealthy team dynamics and help individuals and managers move toward accountability, direct communication and effective problem-solving.

• Manage disciplinary matters and terminations professionally, fairly and in accordance with applicable employment law and company policy, ensuring documentation and communication are handled appropriately.

• Monitor indicators such as engagement, absence, workload and turnover to identify potential retention or employee-experience concerns early.

Culture, Engagement & Leadership Partnership

• Work closely with the CEO and leadership team to continue shaping Prism’s culture, values and ways of working as the studio grows.

• Be a key contributor to initiatives that improve the employee experience, working environment and overall health of the organisation.

• Partner with the wider HR team on initiatives relating to engagement, well-being, inclusion and psychological safety.

• Develop meaningful remote-first initiatives, events and team rituals that strengthen connection across a distributed workforce.

• Coach and support managers on interviewing, people management, HR policies, internal tools and effective communication.

• Use employee feedback and HR data to identify opportunities for improvement and turn those insights into practical action.

About You

• 5+ years of progressive HR experience, ideally including experience within a medium-to-large technology, gaming or similarly fast-paced organisation.

• Knowledge of Maltese employment law and/or experience employing and hiring people across multiple EU jurisdictions.

• Strong full-cycle recruitment experience across technical and/or creative roles within the technology or gaming industries.

• Proven experience designing and running structured hiring processes that balance speed with rigorous candidate assessment.

• Strong experience managing candidate pipelines and proactively sourcing hard-to-find talent.

• Hands-on experience with salary benchmarking, compensation planning, offer development and negotiation.

• Broad HR experience beyond recruitment, including areas such as onboarding, employee relations, HR operations, performance management and off-boarding.

• Comfortable handling sensitive employee matters, workplace conflict and difficult conversations with professionalism, neutrality and sound judgement.

• Strong understanding of team dynamics and the ability to identify people-related risks before they escalate.

• Experience partnering directly with senior leadership on culture, organisational development and improvements to the working environment.

• Comfortable taking ownership of HR initiatives from identifying a problem through to designing and implementing the solution.

• Highly organised, autonomous and able to prioritise effectively within a fast-moving environment.

• Approachable and trustworthy, with strong judgement around confidentiality, escalation and sensitive information.

• Excellent written and verbal communication skills, with fluency in English.

• Confident working with the Atlassian ecosystem, particularly Jira and Confluence, including the ability to understand Jira projects, workflows and reporting.

• Experienced working within a Slack-based communication culture and comfortable establishing or reinforcing clear communication protocols in a remote environment.

• Comfortable using AI tools as part of your day-to-day work and curious about how automation and emerging technology can improve HR workflows, recruitment and internal processes.

• Genuine interest in games, game development and the people who build them, with an understanding that passion for the player experience starts with the team behind it.

Nice to Have

• Experience working within a fully remote, multinational organisation.

• Previous experience working directly within a game development studio.

• Training or certification in coaching, mediation, conflict resolution or a related discipline.

• Experience using HR analytics to understand areas such as engagement, retention, attrition, absence and workforce trends.

• Experience building or scaling HR processes within a growing organisation.

• An active interest in gaming, particularly multiplayer, competitive or shooter titles.

Life at Prism Studio

We work as one unit with one common goal. Our purpose is to build a cross-disciplinary team where everyone is self-managing, wherever they are in the world. We collaborate in an open, friendly way, as a global team built on talent and communication.

Originally posted on Himalayas

• HR Manager
• Talent Acquisition Manager
• People Operations Manager
• HCM Manager

Source: Himalayas