People Manager

As a People Manager at CoMind, your role encompasses a wide range of responsibilities aimed at nurturing a thriving workplace. You will partner with and mentor our people managers to enhance their leadership capabilities. Compliance is key, so you'll provide operational advice to ensure adherence to both UK and US employment laws. Additionally, you will support our growth strategy by implementing people-practices that foster a high-performance culture. Employee relations, HR process management, and cross-functional collaboration with teams like Operations and Finance are also significant parts of your day-to-day activities.

To excel as a People Manager at CoMind, you should have substantial experience in an HR role within a fast-paced, growing company, ideally with a solid grasp of UK employment law and familiarity with US legislation being a plus. Strong interpersonal skills are crucial, along with the ability to influence without authority. You'll need to manage multiple priorities effectively, all while maintaining a pragmatic and delivery-focused mindset. Your communication and organizational capabilities will be instrumental in shaping a supporting environment for all of our team members.

At CoMind, the workplace culture is dynamic and fast-paced, reflecting our commitment to innovation in clinical technology. As a People Manager, you'll encourage a high-performance culture while embodying the company's values. We believe in creating an engaging and collaborative environment where team members feel valued and motivated. With a strong focus on mental health support and continuous professional development, you can expect to be part of a team that prioritizes well-being and personal growth.

The People Manager role at CoMind is not just about responsibilities but also about enjoying a suite of outstanding benefits. You'll have access to a company equity plan, a comprehensive pension scheme, and private medical, dental, and vision insurance. We prioritize mental health with robust support and resources. Additionally, our unlimited holiday allowance, quarterly work-from-anywhere policy, and regular team lunches contribute to a fulfilling work-life balance, allowing you to thrive both professionally and personally.

The People Manager role at CoMind requires an in-office presence for 4 or more days a week. This arrangement is designed to foster collaboration and communication with team members and senior leaders, essential aspects of building a strong and supportive workplace culture as we bring our innovative brain monitoring technology to life.

When coaching a people manager at CoMind, I would start by understanding their individual strengths and areas for growth. Establishing a rapport is crucial, so I’d create a safe space for open dialogue. Then, I would analyze their leadership style and identify specific skills they wish to improve. Setting clear, achievable goals and providing ongoing feedback and support is essential to foster their development effectively.

In the People Manager role, my experience with UK employment law encompasses understanding the key regulations that impact HR practices, such as the Employment Rights Act and data protection laws. I would ensure that our policies reflect these laws and provide training to managers to avert potential compliance issues. Moreover, staying updated on legal changes is vital for executing HR operations aligned with legislative requirements.

To cultivate a high-performance culture, I would focus on establishing clear objectives and performance expectations. I would encourage regular feedback sessions and recognition for achievements, fostering an environment where team members feel appreciated and inspired. Additionally, I would promote professional development opportunities and create pathways for career growth, enabling employees to reach their full potential and contribute meaningfully to our objectives.

When managing employee conflicts, my approach starts with active listening to understand each party's perspective. I would facilitate a conversation where they can express their concerns and feelings in a controlled environment. It's important to find common ground and work towards a solution together. By maintaining impartiality and focusing on constructive outcomes, I aim to help create a collaborative workplace while reinforcing a respectful communication culture.

My experience with cross-functional collaboration includes working on projects across departments, such as HR, finance, and operations. I ensure clear communication and alignment on objectives by regularly meeting with stakeholders from different teams. This experience enables me to understand various viewpoints and contribute to solutions that benefit the entire organization, fostering a cohesive work environment for all.

To ensure compliance with both UK and US employment laws, I make it a priority to stay informed about the latest legal developments in each jurisdiction. I work closely with legal counsel to review company policies and procedures, ensuring they align with the respective laws. Regular training sessions for managers on relevant laws and compliance requirements are essential, along with thorough documentation practices to support the accountability and transparency of our HR processes.

Tracking employee engagement relies heavily on regular surveys and feedback mechanisms to gauge team morale and satisfaction. I implement pulse surveys to collect data promptly and analyze trends over time. Additionally, informal check-ins and team meetings create opportunities for employees to voice concerns and share ideas. This information helps in making informed decisions to improve engagement strategies and maintain a motivated workforce.

In a fast-paced HR environment, effective prioritization starts with clear communication of organizational goals and immediate needs. I assess tasks based on urgency and importance, leveraging project management tools to keep track of deadlines. Regularly reviewing priorities and adapting to changing circumstances is key to maintaining an organized workload while being responsive to the team’s needs.

Feedback is a cornerstone of employee development. As a People Manager, I advocate for a culture where feedback is constructive, timely, and specific. Regular performance reviews and one-on-one sessions allow for discussing achievements and areas for improvement openly. By promoting a growth mindset and normalizing feedback, employees can better understand their development journeys and continuously enhance their skills and contributions.

Embodying the CoMind values begins with leading by example and demonstrating them in everyday interactions. I ensure my decisions and behaviors align with our core values. Encouraging team dialogues around these values helps instill them across the organization. I also celebrate moments when our team exemplifies these values in action, reinforcing the importance of our culture and principles in creating a cohesive, purpose-driven workplace.