Responsibilities
- Establish and promote principles for organizational design, management spans, hierarchical layers, and team performance frameworks.
- Collaborate with executives on workforce planning, succession pipelines, 9-box talent assessments, and talent review cycles to align people with strategic roles.
- Lead data-driven talent analysis to guide decisions on organizational structure and capability development.
- Create frameworks for talent growth and organizational effectiveness that support workforce evolution alongside AI-integrated products and modern work practices.
- Work with business leaders to evaluate existing skills, define future competencies, and build development plans that prepare employees for upcoming challenges.
- Monitor advancements in AI-related talent strategies and workforce models, providing insights from top technology organizations on AI-enabled work environments.
- Oversee the implementation of the performance development program, including annual evaluations, goal setting, and regular progress discussions.
- Promote consistent use and refinement of performance processes that emphasize accountability, personal growth, and transparency company-wide.
- Collaborate with HR business partners to integrate performance management into daily operations rather than treating it as an annual administrative task.
- Manage the full lifecycle of employee engagement strategy, from survey creation and deployment to data interpretation and action planning.
- Convert engagement findings into practical guidance for leaders and strengthen managers’ ability to drive team morale and connection.
- Design frequent and event-based listening tools to capture ongoing feedback about the employee experience.
- Lead the diversity, inclusion, and belonging (DIB) strategy and collaborate with employee resource group leaders to deliver impactful initiatives and foster community.
- Integrate inclusive practices across talent processes—including hiring, development, promotions, and succession—to ensure DIB is embedded in everyday operations.
- Monitor and report on DIB metrics, offering leadership insight into progress and areas needing greater focus.
Benefits
- Competitive pay structure
- Participation in the company ownership program for all full-time staff
- Flexible work environment
- Ample time-off benefits, including local public holidays and a designated company-wide break in late December
- Wellness and mental health resources
- Access to learning tools, professional development programs, and tuition assistance
- Provision of necessary technology and equipment for optimal performance
- Employee recognition through a dedicated platform
- Workplace culture centered on inclusion, support, and authentic relationships
Compensation
Competitive compensation
Work Arrangement
Hybrid
Other
- All hires are required to successfully complete a background check.
- Applicants may be asked to confirm their legal name, current location, and provide a valid phone number and home address, in compliance with local data privacy regulations.
- Providing false or misleading information during the hiring process will lead to immediate disqualification.
