People Function Strategist 

As a People Function Strategist, we play the role of shaping and driving the organization’s human resources strategy, ensuring that the company’s human capital aligns with business goals, drives growth, and fosters a positive organizational culture.

Our offerings include:

• Talent Strategy and Workforce Planning: Develop a comprehensive talent acquisition strategy that ensures the organization attracts top talent across all levels, from entry-level employees to executive leadership. This includes using data-driven insights, market trends, and forecasting to meet current and future hiring needs.
• Leadership Development and Succession Planning : Create a sustainable leadership pipeline by identifying high-potential talent within the organization and developing programs for leadership training, mentorship, and executive coaching. Establish a clear succession plan for key roles, ensuring that the company is prepared for future leadership transitions.
• Performance Management and Rewards: Develop and implement performance management systems that align employee objectives with organizational goals. This includes setting clear expectations, feedback mechanisms, and continuous performance evaluations. Design and implement competitive and equitable compensation packages that reward employees for their contributions while also supporting business objectives. This includes both base salaries and incentive structures, as well as benefits such as healthcare, retirement plans, and bonuses.
• Organizational Design and Change Management: Advise and oversee organizational design initiatives that support business growth, ensure efficiency, and maintain alignment with strategic goals. This includes reviewing and adapting the company’s structure as needed to address changing business dynamics. Lead change management initiatives to guide the organization through periods of transformation, ensuring minimal disruption to productivity while fostering employee buy-in and support during changes.
• Digital HR: Lead the selection, implementation, and optimization of HR technologies and systems, such as Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), Learning Management Systems (LMS), payroll systems, and performance management platforms.
• Data Analytics: Leverage data and analytics to make informed decisions about employee performance, engagement, and retention. Develop and manage HR reporting and dashboards that offer real-time insights into the organization’s HR operations, helping to align people strategy with business objectives.
• Employee Learning and Development: Oversee the design and implementation of employee learning and development programs.