About UsMindtickle provides a comprehensive, data-driven solution for sales readiness and enablement that fuels revenue growth and brand value for dozens of Fortune 500 and Global 2000 companies and hundreds of the world’s most recognized companies across technology, life sciences, financial services, manufacturing, and service sectors.
With purpose-built applications, proven methodologies, and best practices designed to drive effective sales onboarding and ongoing readiness, mindtickle enables company leaders and sellers to continually assess, diagnose and develop the knowledge, skills, and behaviors required to engage customers and drive growth effectively. We are funded by great investors, like Softbank, Canaan partners, NEA, Accel Partners, and others.
Job BriefThe Director of People Success will lead and execute HR initiatives for our US operations working closely with teams in India. The person will be the country HR leader who will need to work closely with the leadership team in implementing people solutions that support business goals. A key part of the role will be to strengthen the culture amongst Mindticklers that reflects the Company's core values and to constantly reinforce the culture to ensure all employees live the core values.
The role-holder will be expected to drive performance management, execute talent management programs, provide advice on rewards, take charge of people operations and manage employee relations. You will need to create an engagement framework to enhance communication and drive engagement activities at the employee level. The role will be responsible to deliver on the people metrics for the country and implement HR plans for achieving the division goals.Job Responsibilities:
- Execute People Programs amp; Initiatives for Sales, Marketing, and Customer Success teams in working with the Division heads, functional leaders, managers, and HR CoE's.
- Support recruitment, new hire integration, exit management to minimize the impact on business continuity.
- Drive employee engagement and culture development Initiatives for the divisions including pulse surveys.
- Conducts and/or leverages analytics to provide data-driven insights/recommendations for decision-making.
- Talent identification, development, retention, and progression for their functions.
- Change management and communication of any new organization design and change programs (new systems/ processes, etc).
- Employee relations including compliances, disciplinary, and performance matters.
- Be the SPOC for employees for any people-related matters.
- Drive Talent strategy by implementing capacity-building initiatives, ensuring all associates have job descriptions, have clear goals, and have timely feedback discussions with their managers on their performance.
- Ensure compensation and benefits benchmarking with a view to ensure fairness, competitiveness, and internal equity.
- Drive recognition programs to motivate, reward, and retain people.
- Strengthen the employer brand by marketing the Company's culture and policies internally as well as externally on social media and other platforms.
- Drive innovative thinking in managers to embed next practices in people management.
- Review existing policies and practices to be consistent across teams and locations and make them more effective.
- Provide and implement relevant legal, regulatory, and other change management items relating to any people-related aspect of the business.
- Partner closely with senior leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions.
- Mitigate risk by ensuring appropriate escalation/investigation of performance, and other ER-related matters.
Key Competencies:
- Relationship Building/ Influencing Skills: Demonstrate effective and appropriate influencing skills with senior management, combining high-level human capital knowledge with an understanding of organizational culture. Build strong relationships with solid trust and mutual respect as the foundation. Leverage strong judgment skills to make decisions. Instinctively know when and how to introduce change, in such a way that it is broadly accepted across teams.
- Hands-on approach: The person needs to be proactive and responsive to employee queries and people matters. The role requires agility, operational grasp, ownership, and an execution mindset to ensure that matters are quickly resolved.
- Ability to Multi-Task: Quickly study, able to handle complex matters, with multiple initiatives going on simultaneously. Able to deal effectively with strategic issues, as well as tactical operational details. Should act fast and close matters with a sense of urgency.
- Values and Leadership: Demonstrates alignment to Mi