Mô tả công việc
Mức độ phù hợp và xếp hạng của bạn so với ứng viên khác như thế nào?
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
We are open to candidates who have grown through a well-rounded HR leadership path, as well as strong HRBP or People & Culture leaders who have expanded into broader HR ownership. More important than a specific career path is evidence that you have successfully led meaningful people and organizational change.
You are likely to be a strong fit if you have:
Bachelor's degree, preferably in Human Resources Management, Business Administration, Organizational Psychology, or a related field. Professional HR certifications such as SHRM-SCP, CIPD, SPHR, or equivalent are a strong advantage.
10 years of progressive HR experience, including at least 4 years in leadership roles, responsibility for a team and clear accountability for business or organizational outcomes.
Experience building, improving or transforming an HR team, process, policy framework or significant part of an HR function is strongly preferred.
Proven experience directly leading a meaningful workplace or employee experience transformation, with observable impact on employee connection, communication, cross-functional collaboration, culture or organizational energy.
Good practical knowledge of Compensation & Benefits, HR operations, employment practices and employee relations, with the ability to identify and manage key risks.
Experience partnering with senior business leaders on workforce, talent or organizational matters.
A leadership style that combines strategic thinking with a willingness to work hands-on with the team, particularly during the initial stages.
Strong human sense and decision-making ability to assess talent, potential, development needs and organizational fit.
Exceptional communication and relationship-building skills, with the ability to build trust across different levels and functions.
Experience in retail, consumer, service or other multi-site/operationally intensive environments would be valuable, but we are more interested in the relevance and depth of your experience than in a specific industry background.