VP of People and Culture

Summary

Join Devtech as their VP of People and Culture and own the creation of a meaningful, inclusive, and enjoyable work environment for all employees. You will be responsible for all aspects of the people and talent strategy, including culture, talent acquisition, learning and development, and employee relations. As a member of the executive team, you will actively participate in strategic planning and execution. This role requires 10+ years of progressive HR experience, including at least 5 years in a senior leadership role, and a proven track record of building high-performing HR teams. Devtech offers a competitive compensation package, flexible work environment, and various benefits, including paid time off, parental leave, and a mental health program.

Requirements

• 10+ years of progressive HR experience, including at least 5 years in a senior HR leadership role
• Proven experience in strategic HR leadership in a dynamic, growing and global organization
• Proven experience in building and leading high-performing HR teams across multiple disciplines
• Exceptional ability to communicate complex ideas clearly and effectively with diverse stakeholders
• Proficiency in leveraging HR metrics and analytics to drive informed decision-making
• Strategic Thinking and Growth Mindset with ability to translate business strategy into actionable HR initiatives and align HR strategies with the needs
• Strong knowledge of HR systems, processes, and compliance to ensure scalable and efficient HR operations

Responsibilities

• Participate in creation of business strategy and translate it to people strategy, people centric and actionable plans. Set near-term priorities to support the business, while simultaneously developing long-term human capital initiatives to enable the sustained growth of the business
• Use people, talent, and organizational data to gain insights and make informed and data driven decisions about people strategy that will advance the business
• Oversee the execution of the people strategy through operational goals and objectives, planning and prioritizing initiatives, implementing innovative programs, and leading change management efforts
• Build a people centric People and Culture organization responsible for talent management, culture, DEI&B (diversity, equity, inclusion and belonging), performance management, and people operations
• Work cross-culturally to achieve business outcomes and improve organizational effectiveness globally
• Build a competitive growth organization through attracting, developing, engaging, and retaining talent. Ensures people with the right skills and qualifications are in the right role, at the right time, to meet the business need of a growing organization
• Lead the talent development planning process by identifying, assessing, and prioritizing initiatives and solutions to resolve strategic and operational talent needs
• Lead international talent acquisition that enhances diversity, creates excellent candidate experience, and enables scale on global level to meet the business needs
• Continuously innovate sourcing, interviewing, and assessment based on data from application tracking systems and other tools to quickly adapt to market conditions and changes and quickly close the talent gaps
• Develop a comprehensive approach to employee onboarding, including general company onboarding and specific project and function onboarding
• Build a robust learning and development portfolio with variety of development activities and learning and development process and ensure delivery according to organizational, team and individual development plans
• Create functions specific strategic capability development such as capabilities for customer centric organization, sales organization competence enablement, and similar
• Participate in building strong leadership through leadership development programs focused on leadership and management competencies, business acumen and growth business mindset
• Coach peers on what great people leadership looks like and support them in the cascade of the people strategy in their teams
• Develop and implement succession planning approach to ensure strong leadership bench and critical expert succession bench
• Participate in defining and building Devtech’s culture and foster commitment to Devtech purpose, mission, values and strategic objectives
• Focus on developing people centric culture by cultivating humble and “human” leadership, valuing long-term benefits for people, people’s growth, and wellbeing over short-term results
• Ensure employer value proposition is reflected in the way employees are engaged, recognized, valued, and supported so that they feel delighted
• Design, develop and lead implementation of a hybrid work model that advances the organization’s culture, productivity, connectivity, and joy
• Build effective DEI&B programs and practices that drive enhanced business success and a culture of inclusion where differences are celebrated, and all people belong and thrive
• Lead, direct and collaborate to ensure the company’s DEI&B related activities and policies are on-point, embraced and part of the overall corporate culture, reflecting diversity of thought, backgrounds, and experiences
• Partner with business stakeholders to drive progress towards diversity, equity, inclusion, and belonging goals and objective
• Identify key metrics and OKRs for the people & culture function; assesses the organization's success and market competitiveness based on these metrics
• Focus on organizational effectiveness in partnership with other key leaders to ensure that human capital is fully leveraged to enable business growth
• Implement performance management process with performance appraisal and outcomes for talent development, performance improvement process, rewards and recognition, succession planning and other related processes
• Develop and implement strategies to elevate employee engagement
• Build and lead an operationally strong organization with scalable organization design, systems, processes, and analytics
• Supervise people operations, including compensation and benefits, workforce relations, performance evaluations, addressing disputes and grievances, turnover/retention management and budgeting
• Assess risk and ensure compliance with all laws and regulations relating to human capital management and employment
• Research, develop and implement competitive compensation and benefits philosophy and program, such as processes for managing, analyzing, and determining the salary, incentives, and benefits each employee receives to support employees’ wellbeing
• Provide support for acquisitions/integrations, by contributing to due diligence, accelerating integration, and creating synergy and efficiency of HR strategy, policies, plans, and practices

Benefits

• Development program (training & conferences, internal knowledge sharing)
• Flexible work environment & remote work
• Paternity leave – 15 days
• Maternity leave
• Reduced working hours for the first month after returning from maternity leave
• Mental health program
• Competitive compensation package
• Stock options and profit sharing
• 25 days PTO plus national holidays
• Private health insurance and 100% paid sick leave
• Annual performance bonus
• Phone
• Possibility to choose equipment