People and Culture Director
Fuel50, New Zealand
Job Description
About the Position:
This exciting greenfields People and Culture position is based in our super cool Takapuna office where around 30 Fuellies base themselves with another 55 Fuellies working remotely and around the globe. We are a team of passionate, dedicated people who are on a mission to transform the people experience in the clients we work with. We need you to help us scale the team, attract and recruit more great talent to the team around the world and to help us a great people experience within the business that mirrors all that we want to do for our clients : create great career experiences, attract, grow and retain exceptional people like those who are already committed to our mission. You will be supremely well organized, highly self-motivated and driven. You will be able to represent our brand and proposition to our business, helping us deliver a best-practise people experience within the business with a high calibre personal presence and have a track record of contributing to great HR and people outcomes in the organizations you have worked with. Experience with a fast-scaling tech company with a global footprint and great domain expertise across the talent life-cycle and people experience will be critical to this exciting opportunity to make a difference to our people who work hard on their mission to make a difference to the work experiences of so many people around the world.
Key Responsibilities and Duties
Policy and Strategy Development
- Develop strategies, action plans, policies and procedures to guide the development of the people function, talent risk management, occupational health and safety, recruitment, learning and development, organisational culture and records management.
- Develop and maintain our Employee Handbook and Operating Procedures Manual in relation to all people practices
- Assist the Founders to develop and review corporate strategies in all people related areas.
- Ensure that Fuel50’s adopted strategies are implemented on time and report regularly to the Executive Leadership Team on progress.
- Provide strategic advice to the Executive Leadership Team regarding organisational culture, values and workforce planning.
- Manage the recruitment, selection, and exit processes in liaison with Managers and Leaders.
- Ensure our onboarding practices checklist is delivered on for all new hires
- Ensure compliance with relevant legislation, awards and enterprise agreements are in line with best practise standards in all the geographies we operate
- Ensure all employees are rewarded and recognised for their contribution, through the creation of a recognition culture and framework where employees are rewarded for additional contribution
- Manage the recruitment, selection, and exit processes in liaison with Managers and Leaders, with hands on support to the following business areas in order of frequency and priority, assisting with the fast scaling of the business over the next 24 months
- Other functions as required from time-to-time
- Use Workable and LinkedIn as the key tools for recruitment and sourcing
- Deliver strategies, aligned to the organisation’s overall business strategies, to create a culture of trust, collaboration, and ownership which is aligned to the organisation’s values.
- Act as the ambassador for the organisational culture and values ensuring they are upheld and embedded.
- Ensure all employees are welcomed and provided with a safe and inclusive working environment, and ensuring our onboarding principles and procedures are maintained by all leaders across the business
- Advise and coach managers and employees on complex performance management, grievances, policies and procedures, maintaining all our people practices in our Employee Handbook and Operating Procedures Manual.
- Running Leadership training on our Best Practise People Procedures annually and with quarterly updates
- Oversee all people policies and procedures and make recommendations as appropriate to align with best practice HR and the People Strategy
- Delivery and oversight of all elements of the employee lifecycle; attraction, selection, on-boarding, induction, departures, terminations and leave.
- Create and embed a high performance capability framework to drive high performance and support the delivery of exceptional service
- Create and implement a learning and development framework aligned to the high performance capability framework to ensure consistency, effectiveness and maximise knowledge sharing across the organisation through our Fuellie University utilising our great internal team capability where possible.
- Championing and Maintaining our online learning enablement and Fuellie practices embedded in our inhouse Fuel50 talent marketplace experience.
- .Facilitate the training of employees to ensure they are provid