Head of People and Culture at The People Practice – Apply Now

• Our client is looking to hire a Head of People and Culture who will lead the company’s efforts in building a high performing team and culture that values and nurtures people and enables them to perform at their best.
• You will be responsible for developing and executing people strategy to attract, retain and develop top talent in order to help the company fulfill the mission.
• The People and Culture team plays a critical role in engineering the company’s culture. In this role, you will be responsible for driving and implementing people programs that have a direct impact on the team’s happiness and productivity.
• You will be responsible for keeping a pulse of the organization and act as the culture champion and custodian in protecting and promoting behaviors that keep the culture alive.
• This role reports directly to the CEO with indirect reporting lines to the COO.
• This role sits on the Management Team and plays a key role in the company’s leadership.

Responsibilities

Organizational Leadership & Strategy Development

• Leads on the development and implementation of the company’s HR strategy, ensuring it meets organizational priorities and promotes diversity and inclusion -both of which are critical to the company’s culture.
• Reviews strategy outcomes on a quarterly basis to ensure that it remains relevant to changing organizational needs.
• Acts as a key business partner to all teams across the organization including product, engineering, customer experience, operations, data & analytics, finance, compliance and audit functions to ensure that they have the right people, structure and resources to operate effectively.
• Provides regular advice, guidance where necessary to the Executive Team and Board on key people decisions including people management, performance and development issues.
• Prepares structured reports to the Executive Team and the Board on key People Metrics that matter in driving the company forward.
• Provides leadership and coaching to the People & Culture Team and ensures that the right frameworks are created to ensure an alignment with business needs.

Talent Acquisition & Management

• Designs the annual workforce plan -taking into consideration the right skill sets and resources required across the company while ensuring maximum efficiency with the lowest possible costs.
• Develops strategies to identify talent; establish and conduct equitable and inclusive recruitment and hiring processes for all employees.
• Review and constantly redesign the company’s orientation and onboarding process and implement feedback loops to ensure that new employees are well equipped to perform at their full potential.
• Proactively identifying new leaders within the company and building opportunities for growth and promotion.
• Designs a robust career framework for the company’s employees that provides guidelines for what kind of roles people can adopt within the company, how people grow, develop and advance.
• Performs regular pulse checks and employee experience surveys and regularly analyzes data to surface potential cultural issues or other staff concerns; make recommendations to the Executive Team for continuous improvement.

Performance Management

• Review and redesign a performance review process by adopting new technologies that helps the company keep a continuous pulse on key business metrics and outcomes that matter
• Continuously assess OKRs and work with the Executive Team to review and implement learning and development programs to support ongoing employee development.
• Implement a standard of regular feedback that promotes good performance behaviors such as building employee-manager relationships, active listening, clear and transparent communication, consistent and timely feedback and clear expectations.
• Provide coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles.

Benefits & Compensation

• Develop and administer a consistent, equitable and progressive compensation program including salary surveys and market research to ensure the company is competitive within the market and in line with the company’s budget.
• Monitors budgets for recruiting, training/staff development, and benefits programs in partnership with the Head of Finance
• Manages all HR administration, including benefits programs; manage relationships with benefit companies, coordinate annual benefits enrollments and address employee benefits questions; propose additional benefit options pertinent to the organization’s workforce in partnership with the Head of Finance.

HRIS/Technology Management

• Maintain and maximize implementation of the company’s human resources information systems (HRIS) and other people technologies including Notion and Airtable and track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction.
• Advance the use of technology within the People Team

Regulatory Compliance & Policy Development

• Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations.
• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems to ensure regulatory compliance and reduce the organization’s legal risks.
• Develop and govern HR policies, procedures, and guidelines as required, and promote consistency and fairness in their application – ensuring all local required legislation is adhered to, and ongoing learning of HR policy practice takes place.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field. A master’s degree is a plus
• Relevant certifications is required
• Minimum of 7 years experience in human resources, talent management, or organizational development, with progressive leadership roles. 
• Proven leadership abilities with a focus on developing and managing HR teams. Experience in leading strategic initiatives, fostering a positive workplace culture, and aligning HR objectives with the organization’s goals.
• Ability to develop and implement HR strategies aligned with the company’s overall objectives. Understanding of how HR practices can drive business performance and enhance organizational effectiveness.
• Understanding of employment laws, regulations, and compliance issues, ensuring HR practices and policies are in line with legal requirements.
• Familiarity with HR technology and software systems used for HR management, data analysis, and reporting.

Must have skills

• Communication
• Conflict Resolution
• Emotional Intelligence
• Adaptability
• Problem-Solving
• Ethical Judgment
• Time Management
• Relationship Building
• Cultural Sensitivity and Diversity