AbsoluteLabs - People & Talent Director

About Absolutelabs :

We are Absolutelabs, we are a Challenger Consultancy in Retail Technology and Digital Transformation. We are professional, agile, innovative, and our goal is to enable innovation for our clients and help them stay competitive, relevant, and modern. With a wealth of retail expertise and a long track record of success, we are differentiated from others by our unique vertical focus on Apparel, Fashion & Luxury. Through the years, we have worked with companies such as Mulberry, Stella McCartney, Sweaty Betty, Kurt Geiger, Ted Baker, and Wiggle.

Our work environment includes:

- Modern office setting

- Work-from-home days

- Growth opportunities

Job Types:

Full-time, Permanent

Company Benefits:

- Casual dress

- Company events

- Company pension

- Flexitime

- Referral programme

- Sick pay

- Work from home

Schedule:

- Flexitime

- Monday to Friday

Supplemental pay types:

- Performance bonus

Work Location:

Hybrid working. We currently have offices in Hyderabad and London.

General Role Description:

The People & Talent Director will be responsible for overseeing all phases of Human Resources across the company (UK & India) including recruiting/resourcing, benefits, hiring/onboarding, performance management, compliance, training and development, and all other HR strategy and operations. Reporting to the Partner, the People & Talent Director will be partaking in a wide range of strategic planning and core initiatives, including the design and successful execution of organisational strategies, employment plans, policies, and practices. The People & Talent Director will also act as the primary liaison to the Managing Partner. This new position will be responsible for the overall administration, coordination, and operation of HR functions that support the success of the organisation and its strategic objectives.

The ideal People & Talent Director will be accountable for:

- Developing and implementing the company's policies and programs

- Ensuring that all policies comply with legal regulations

- Overseeing all HR functions and staff

- Developing, monitoring and implementing a company's people management strategy

- Reporting on the performance and progress of the HR department to senior stakeholders

- Directing change management and organisational development

Role and Responsibilities:

A] Recruitment, Hiring, Onboarding, Offboarding, Succession Planning:

- Create strategies to recognise talent; establish and conduct recruitment and hiring process for all employees. Collaborate with HR managers and recruiters globally on designing and producing job descriptions through to extending job offers to future candidates.

- Manage and perform overall organisational onboarding and training for new employees; Develop and regulate onboarding expectations, schedules, practices, and procedures across the organisation

- Manage and oversee offboarding of staff, including exit interviews; evaluate data and make recommendations for the corrective action and continuous improvement

- Maintain and consistently update a leadership succession plan for the group, and proactively identify new leaders

B] Professional Development/Performance Management

- Evaluate organisational needs; recognise and strengthen opportunities for management and employee professional development and growth; work together with the Managing Partner to detect personnel challenges or talent gaps and collaborate to develop resolutions to address them

- Oversee performance management activities including ongoing feedback, documentation of performance matters, annual performance evaluations, and performance improvement plans; collaborate with the Managing Partner to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in workplace development and change management

- Deliver performance management guidance to managers, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provide managers and employees with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles

- Identify and coordinate ongoing training for employees, including annual trainings, skills-based training, diversity and inclusion trainings, and other trainings as needed, design and implement a management training program for managerial staff

- Support Managing Partner with finding suitable training resources; guarantee that training is being offered to all employees across all programs when necessary; observe and assess success of training programs, following up to guarantee training goals are met.

C] Regulatory/Compliance

- Guide all employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations

- Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide assistance and training to staff as necessary

- Sustain in-depth knowledge of changing employment regulations and implement policies, procedures, and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organisations/committees, to ensure regulatory compliance and reduce the organisation's legal risks.

D] Culture/Employee Relations

- Oversee employee events and appreciation activities such as social events and team bonding activities, track anniversaries, birthdays, and other milestones within an employee's time with us

- Assess and advance employee engagement and satisfaction

- Serve as HR contact with support from the HR team for all employees; proactively support the engagement of employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping employees informed on benefit resources, organisational events, and other relevant information

- Deliver leadership and partnership with management and employees to develop, communicate and administer human resource policies and procedures that will maintain and improve employee relations and shape organisational culture

- Show understanding, sensitivity and responsiveness to cultural differences present within our company and the employee population; oversee the creation and implementation of programs that build momentum for diversity, equity, and inclusion

- Manage and resolve complex employee relations disputes; where applicable, conduct effective, thorough, and objective investigations

Compensation

- Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure Resilience is competitive within its market.

Benefits Management/Payroll

- Monitor budgets for recruiting, training/staff development, and benefits programs

- Manage all HR administration, including the organization's benefits programs, and provide payroll support to the Finance department; manage relationship with benefit brokers, coordinate annual Open Enrolment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization's workforce.

Technology

- Maintain and maximize implementation of human resources information systems. track and apply relevant organisational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction; advance use of technology in HR functions and activities to support programmatic and economic needs,

Strategy

- Collaborate with Managing Partner to evaluate employee requirements for grants and contracts

- Maintain knowledge of industry trends and best practices in workforce development and change management

- Review and make recommendations for improvement of the organisation's policies, procedures, and practices in workforce management; plan strategies for organisational development and effective talent management

- Forecast current and future talent needs; gain an in-depth understanding of company priorities and interpret into workforce planning for the group; provide input on departments restructures, workforce planning and succession planning.

Requirements for the ideal Absolutelabs Candidate

- Bachelor's degree in human resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable; SHRM-SCP, PHR, or SPHR certification a plus

- Minimum 5 years of HR generalist experience, with extensive exposure to benefit administration, employee relations, performance management, recruitment, and training and development

- Proven leadership skills, with a minimum of two years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics

- Knowledge with strategic planning, including compensation practices, data analysis, organisational diagnosis, and development; in-depth understanding of current HR trends in compensation, benefits, and performance evaluation frameworks

- Experience in revising or developing new HR policies and procedures to meet organisational needs, and to support the required organisational culture

- Resourceful and able to find creative solutions, thinking beyond current systems and approaches, while recognising the impact of decisions and actions on the entire organisation

- Understanding of best practices and experience in building an inclusive and engaged workplace. Cultural awareness and sensitivity with experience supporting a multi-generation workforce

- Ability to deal with conflict effectively, and to manage tricky situations confidently and calmly; demonstrated ability to coach and counsel both executive-level management and employees; willingness to make decisions

- Excellent interpersonal and communication skills; able to partner effectively with a variety of internal and external stakeholders, including expectation setting; able to influence through listening, writing, and presenting

- Strong project management skills; ability to effectively plan, implement and manage HR programs and functions;

- Ability to implement, explain, and apply relevant policies, procedures, laws, and regulations

- Desire to be part of a diligent, united, and exciting family.