People & Culture Manager (w/m/d) - Berlin

The People & Culture Manager at BRANDUNG is responsible for managing the entire recruitment process, overseeing employee relations, and ensuring engagement throughout the employee lifecycle. This includes everything from contract management and conducting employee discussions to streamlining onboarding and offboarding processes. The role also involves providing expert advice to leadership and staff while advocating for the company's culture both internally and externally.

Candidates should have a minimum of three years of experience in the HR field along with a degree in Human Resource Management, Psychology, or a related discipline. A strong familiarity with digital environments and the ability to navigate the dynamic atmosphere of a digital agency are essential, as is the ability to communicate effectively in English.

The People & Culture Manager plays a pivotal role in maximizing employee engagement by monitoring the employee lifecycle, addressing concerns, and implementing initiatives based on insights from employee surveys. This role drives strategies to foster a positive work environment, ensuring that the needs and desires of employees are prioritized to sustain high morale and productivity.

BRANDUNG fosters a culture of openness, innovation, and teamwork, making it an exciting place for a People & Culture Manager to work. The team actively encourages input and creative ideas, facilitating a collaborative atmosphere where everyone is empowered to contribute to the organization’s success while ensuring a supportive environment for employee growth.

At BRANDUNG, personal development is a key priority. The organization focuses on consistent communication to align career aspirations and set actionable goals for each employee. There are also flexible working models that accommodate a work-life balance, along with unique initiatives such as access to job bikes and a subsidized sports program.

In answering this question, focus on specific strategies you've employed in the recruiting process, such as leveraging social media or employing AI for candidate sourcing. Mention any innovative approaches you've taken to attract diverse candidates and how those strategies resulted in successful hires.

Discuss your approach to creating engagement strategies tailored to different stages of the employee lifecycle, citing examples such as conducting employee surveys, organizing team-building activities, and implementing feedback mechanisms for continued improvement and connection with employees.

Provide specific examples of how you have handled conflict resolution, employee grievances, and communication gaps in previous job experiences. Highlight your diplomatic skills and how you encourage open dialogues between management and staff.

Talk about the resources you utilize, such as HR journals, webinars, and professional networking events. Emphasize your commitment to continuous learning and adapting innovative HR techniques to enhance the employees' experience in a fast-paced digital world.

Share your views on a comprehensive onboarding process that includes orientation, mentorship programs, and role-specific training. Discuss the significance of a positive first impression and how you ensure new employees feel welcomed and prepared to succeed.

Explain how you would assess the underlying causes of low morale through surveys or one-on-one meetings and then implement strategies such as team-building activities or recognition programs to rejuvenate the workplace atmosphere and boost employee spirits.

Provide a specific example of an initiative you championed that strengthened company culture. Poor examples could include diversity and inclusion programs, employee wellness initiatives, or team retreats. Discuss the planning process, execution, and results achieved.

Discuss how you work with executives to understand overarching business objectives and then tailor HR initiatives to meet these goals. Highlight any experience you've had in creating HR metrics or using data-driven approaches to assess HR contributions to the business.

Explain your belief in the importance of feedback, both giving and receiving. Share how you foster a culture of ongoing feedback within teams and how it can lead to personal and professional growth.

Identify a specific HR procedure you enhanced and explain the changes you instituted. Discuss the challenges you faced, how you collaborated with others to implement these changes, and the measurable outcomes that followed.