Senior HR Manager

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ABOUT THE ROLE:
The Head of Human Resources will lead both the people agenda and HR function at [protected info] Your mission is to build a strong and reliable HR foundation while helping create a workplace that is professional, fair, youthful, connected and high-energy -
where people feel heard, build meaningful relationships across teams, take ownership and work together to deliver results.
You will work closely with the CEO and business leaders on organizational and people priorities, while leading the HR team across Talent Acquisition, Compensation & Benefits, HR Operations, Employee Engagement and Internal Communications.
The role will require a hands-on leadership approach, particularly during the first 6-12 months, as you strengthen the team, establish the right ways of working and build an HR function that can eventually operate effectively and independently.
WHAT YOU WILL OWN:
1. HR Function Leadership:
Team Management: Develop and lead the HR team across Talent Acquisition, Compensation & Benefits, HR Operations, Employee Engagement and Internal Communications. It is required to take a hands-on role where necessary during the initial stage while building processes, capabilities and accountability within the team.
People Operations: Ensure that core functions - including C&B, HR administration, company policies and employee relations - are well controlled, legally compliant, business-relevant and consistently applied.
Talent Acquisition: Strengthen recruitment effectiveness with a strong focus on hiring speed and quality, while partnering with business leaders on important hiring decisions and talent fit.
Onboarding Design & Adaptation: Collaborate with functional leaders to create onboarding experience that helps new employees integrate quickly, establish the relationships they need and become productive, while giving the business sufficient visibility to assess fit and address potential issues early.
Employee Engagement & Internal Communication: Build and connect the internal communications, engagement, growth & recognition activities into a consistent employee experience, rather than operating them as separate HR activities.
2. People Connection:
Relationship & Community Maintenance: Foster close and trusted human connections, giving members safe and meaningful ways to share their perspectives, while ensuring important feedback is followed through and communicated transparently to resolve interpersonal conflicts and gain cross-functional support.
Growth & Engagement Advisory: Build effective employee listening and feedback mechanisms to evaluate engagement patterns, internal motivation, and overall cultural alignment.
Psychological & Cultural Support: Serve as a trusted baseline coach for members, bridging the gap between individual career aspirations and the company direction