Two talent colleagues and a workplace manager are already on the ground, but no one yet owns the People agenda. That leaves real scope to build the processes, culture touchpoints, leadership capability, and operational foundation a scaling NA team needs. * Coach and develop managers across the NA org, building leadership capability as the team scales beyond its current ~40. * Own the smooth running of core People Ops processes for NA: employee lifecycle events, onboarding, offboarding, compliance, and HRIS hygiene. * Collaborate with People Ops colleagues in Europe to maintain consistent global standards while adapting processes for the US context. * Experience building or improving people processes from scratch. We'll discuss what this will look like for the role during our interview process.
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