The Head of People Operations is responsible for maintaining and enhancing the Company’s human resources by planning, implementing, and evaluating human resources policies and procedures.
In addition, the role holder will develop, implement, and align People Operations programs with business objectives, serving as a strategic partner of the senior management team while supporting employees’ day to day welfare needs.
Partner with leadership to advise on HR strategy, the people implications in business plans, and everyday people management.
Develop, drive, and manage a wide range of People & Culture functions (onboarding, learning and development, performance management, employee engagement, and change management).
Implement and support world-class People programs and policies with the dual objectives of aligning practices with our culture and principles, while also ensuring that the organization is compliant with all relevant employment legislation.
Employee Experience & Engagement
Champion the onboarding and new hire orientation experience, ensuring a deep understanding of the business and company culture.
Deploy employee engagement practices based on an ongoing knowledge of trends in the marketplace.
Oversee the employee engagement survey process from concept to close and drive initiatives for improvement based on the results.
Lead the performance management process including creating a plan to manage annual reviews, conduct training on goal setting, utilize budgets to organize development activities and work one-
on-one with managers and employees.
Coordinate and ensure timely completion of the mid-year and annual performance evaluation process.
Communicate and manage an ongoing, effective performance feedback process that is grounded in radical candor.
Support managers on effective feedback techniques, fostering an environment of transparency and psychological safety.
Provide advice and counsel to managers (both proactively and reactively), and work directly with managers and employees to assist them in resolving issues.
Work with line managers on performance management issues such as coaching and counseling, deciding when to issue different types of corrective action, making recommendations and decisions regarding offboarding.
Learning and Development
Create and execute learning strategies and programs.
Evaluate individual and organizational development needs.
Implement various learning methods companywide (e.g. coaching, job-shadowing, online training).
Develop succession plans for the Company.
Help managers develop their team members through career pathing.
Assess the success of development plans and help employees make the most of learning opportunities.
Design and deliver e-learning courses, workshops and other trainings.
Compensation and Benefits
Lead bi-annual review processes in partnership with the Chief Operations Officer (COO).
Work with the COO to ensure that compensation plans and positions align with the company’s frameworks and strategy.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Prepare payroll information, leave management and employee benefits management.
Lead all employee relations; lead investigations to resolve issues / conflict in the workplace with close collaboration with line managers.
Carry out the planning and implementation of different actions such as communication, implementing key people retention plans, individual / collective labor implications.
Serve as a link between management and employees on HR related matters.
Advise managers on organizational policy and legal matters to ensure compliance.
Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements.
Maintain an effective negotiation process and harmonious employee / employer relationship.
Advise line managers in determining appropriate disciplinary plans of action.
Handle investigations, when appropriate, for harassment, sexual harassment, hostile work environment etc. Escalates matters for legal review when appropriate.
Advise on policy and align the business to existing and new HR policy.
Protect the business by ensuring legal compliance that is culturally in line with our brand values.
Manage ER casework with internal and external support as required, involving consultation, grievances, disciplinary, performance management and settlement agreements.
Work with the business to review, define and roll-employee guidelines, policies and procedures, where required.
Review and analyze business data to identify trends, needs and recommend solutions to improve performance, retention, and employee experience.
Establish and maintain up to date and accurate statistics, send monthly KPI reports to management.
Monitor and manage internal HR systems (BambooHR, etc.)
Bachelor’s Degree in human resources, business administration, management, or a related field
10+ years of HR business partner or generalist experience working in a fast-paced environment
Experience in leading a People Operations or Human Resources team
Knowledge of principles and procedures for training, performance management, compensation and benefits, employee relations, and HR information systems
Knowledge of Labour and Employment Laws
Proficient with Gmail, Google Docs, and Google Calendar
Extremely organized, strong attention to detail, and process-oriented
Energetic and flexible
Reliable, independent, and able to juggle multiple tasks effectively
Prompt and effective communication skills (both written and verbal)
Ability to work well under pressure
A personable / amiable demeanor
Casual work environment
Great work-life balance
We value autonomy
Environmental-friendly (we try to use as less paper as possible!)
Opportunity for growth for all our employees