Head of People & Culture

Position Overview

The Head of People and Culture is a strategic and executional leadership role responsible for aligning people-related strategies with the organizations business objectives while ensuring the seamless delivery of operational and cultural initiatives.

This position oversees the design and implementation of programs across HR, People, Culture, and Team Success functions, balancing high-level planning with hands-on execution.

The role is accountable for fostering a high-performance culture, managing compliance and operational excellence, and delivering innovative people solutions. By driving engagement, growth, and team member success for both internal staff and client-facing contractors, the Head of People and Culture directly contributes to the organization's overall success. Collaboration with leadership to build organizational capabilities and proactively address current and future workforce needs is a key aspect of this role.

Core Duties and Responsibilities

Leadership

• Responsibilities related to strategic alignment, organizational guidance, and leadership enablement.

Strategic Alignment:

• Aligns people-related strategies to business objectives.
• Develop a compensation and benefits strategy and position level in system for target markets and role categories.
• Provide advice on team member matters to leadership.
• TVP strategy, including benefits and claims process, aligned with
• attracting and retaining talent.

Compliance and Risk Management:

• Redesign contracts to ensure compliance and legal protection for PeopleGig.
• Supports establishing an Employer of Record (EOR), ensuring compliance with Philippine laws and team member regulations.
• Ensure contract obligations are being met.

Leadership Support

• Standardize monthly reporting for key HR indicators such as attrition,
  engagement, diversity mix, etc., to provide data-driven insights for
  leadership decision-making.
• Provides guidance and input on business unit or team restructurings,
  workforce planning, and succession planning.
• Establish a performance improvement process, including terminations,
  to enable leaders to manage effectively

People

• Addresses direct team member-focused functions related to lifecycle management, engagement, and support.

Team Member Lifecycle Management:

• Ensure a clear process for the team member lifecycle starting at
  recruitment, pre-employment, through to offboarding.
• Ensure a complete set of documents for each team member that are up to date.
• Supports performance review processes, career development planning,
  performance, and management.

Compensation and Benefits:

• Establish an HMO standard and ensure contractors are converted
  appropriately. 

Feedback and Communication:

• Establish a team member feedback program and pulse surveys to
  enhance engagement and provide actionable insights for leadership.
• Regular communications to team members via newsletters and updates.

Culture

• Focuses on fostering engagement, inclusion, and opportunities for growth within the organization.

Engagement and Belonging:

• Establish a calendar of People and Culture activities, including 30/60/90-day plans.
• Improve utilization of Connecteam and other company platforms,
  becoming the system subject matter expert and leveraging all modules
  (operations, reward and recognition, time clock, forms, time off, skills, and courses).

Learning and Development

• Develop a learning and development program for contractors in line with our TVP and value proposition to clients.
• Diversity and Inclusion:
• Monitor diversity metrics and other key engagement indicators as part of monthly reporting.

HR Core Functions

• Foundational and operational HR responsibilities to ensure compliance, efficiency, and policy enforcement.
• Policies and Procedures:
• Creates HR policies and procedures.
• Audits and enforces compliance with established policies and
  procedures.

Administrative Functions:

• Coordinates administrative functions such as payroll and benefits
  administration.
• Manages contractors records.
• Conducts and processes onboarding for new hires and offboarding for
  leavers.
• Processes contractors contract changes, whenever necessary.

Compliance and Reporting:

• Standardize HR reporting for metrics such as attrition, engagement, and compliance.
• Leverage HR systems like Connecteam to optimize operations and
  ensure data accuracy.
  

Skills and Competencies:

• Strategic Thinking: Ability to align people strategies with organizational objectives and adapt to changing business needs.
• Leadership: Proven ability to lead cross-functional teams, influence
  stakeholders, and inspire a high-performance culture.
• HR Expertise: Strong knowledge of HR policies, employment law, compliance, and best practices in people operations.
• Team Success Focus: Expertise in contractor engagement, performance
  management, and client-facing operations.
• Data-Driven Decision-Making: Strong analytical skills and experience in
  leveraging HR metrics to drive outcomes.
• Communication and Collaboration: Excellent interpersonal, written, and verbal communication skills to work effectively across all levels of the organization.
• Project Management: Demonstrated ability to lead and execute large-scale people initiatives on time and within budget