Head of People

The Head of People at Coactive is tasked with architecting and executing a comprehensive HR strategy to support the company's growth and create a stellar employee experience. This pivotal role involves close collaboration with leadership to foster a company culture that embodies diversity and inclusion while driving talent acquisition and employee development.

Candidates for the Head of People position at Coactive should have over 15 years of experience in Human Resources, ideally with a focus on people strategy, talent management, and organizational growth in high-growth environments like tech companies or startups.

The Head of People can enhance Coactive's company culture by partnering with the executive team to treat the culture like a dynamic product that evolves to meet the needs of its employees. This includes promoting an environment of belonging, encouragement, and continuous dialogue.

The Head of People position at Coactive offers an estimated annual base salary ranging from $240,000 to $270,000. This role also includes a comprehensive benefits package, equipping the right candidate with competitive compensation.

The Head of People at Coactive will lead initiatives aimed at talent acquisition, organizational design, and embedding a culture of inclusion. This includes fostering crucial conversations within teams and leveraging insights from data to continually assess and enhance HR strategies.

Key skills for the Head of People at Coactive include exceptional communication, strategic alignment with business goals, a collaborative leadership style, and a data-driven approach to decision-making, ensuring the effective execution of people initiatives.

Coactive supports employees' growth by promoting ongoing development through tailored career pathing, mentorship, and creating programs that align with employees' aspirations and the company’s evolving needs.

Begin by aligning the People Strategy with overall business objectives. Engage with leadership and employees to understand their needs and challenges. Utilize data to measure success, ensuring that strategies are actionable and evolve as the company grows.

Develop and implement policies that emphasize inclusive hiring practices, support diverse perspectives, and create programs that celebrate differences. Leading workshops and training on unconscious bias and cultural competence can further strengthen this culture.

Share a specific example where you crafted a tailored recruitment strategy that increased diversity and improved candidate engagement. Highlight metrics demonstrating the success of the initiative, such as decreased time-to-hire or improved candidate quality.

Implement key performance indicators (KPIs) to assess the impact of programs, such as employee engagement scores, turnover rates, and the success of onboarding processes. Regularly share insights with leadership to adapt strategies based on findings.

Establish regular feedback mechanisms, like surveys or open forums, where employees feel safe to share their thoughts. Encourage managers to conduct one-on-one check-ins and promote a culture where constructive dialogue is valued.

Address conflicts by facilitating discussions between the parties involved. Encourage them to express their perspectives and guide them in finding a collaborative solution. Aim for a resolution that strengthens the relationship and improves team dynamics.

Data can inform various HR decisions such as identifying hiring patterns, analyzing employee engagement, or assessing training effectiveness. Use data analytics to make informed choices that align people strategies with business goals.

Implement personalized development plans, recognize achievements, and foster a positive work environment. Offer competitive benefits and opportunities for career advancement to make employees feel valued and motivated to stay.

Focus on aligning team structures with business objectives. Collaborate with leadership to assess current roles, identify gaps, and design an optimal organizational framework that enhances collaboration and productivity.

Feedback is essential for continuous improvement. Regularly gather input from employees regarding HR initiatives and overall workplace experience, enabling you to make adjustments that foster a more engaged and satisfied workforce.