People Experience Manager

As a People Experience Manager at Docplanner, your main responsibilities include ensuring effective talent acquisition aligned with the country HC Plan, implementing HR policies and processes, coaching leadership teams, and developing employee engagement initiatives. You’ll also manage labor affairs alongside legal teams and contribute to building a high-performing local PX team.

To be eligible for the People Experience Manager position at Docplanner, you should hold a Bachelor's Degree and have 6-8 years of HR experience, including at least 3 years in a senior HR role within a high-growth organization. Proven success in optimizing HR functions and addressing recruitment challenges is essential, along with advanced English proficiency.

The People Experience Manager plays a vital role at Docplanner by driving HR strategies that support the company's growth objectives. This position ensures that the HR function is proactive and aligned with organizational goals, leading to enhanced employee engagement, reduced turnover, and a more positive workplace culture.

At Docplanner, you can expect a comprehensive benefits package as a People Experience Manager that includes an indefinite-term employment contract, hybrid work mode, compensatory birthday off, food vouchers, prepaid medical insurance, stock option plans, and access to a continuous learning platform.

Docplanner is committed to the professional development of the People Experience Manager by offering access to a continuous learning platform. This ensures that you can stay updated on HR trends and enhance your skills, contributing significantly to both your career growth and the effectiveness of the HR function.

To approach talent acquisition in a high-growth environment, I focus on building proactive recruitment strategies that align with organizational goals. This includes enhancing the employer branding, leveraging data analytics for effective hiring, and ensuring a positive candidate experience to attract top talent.

In my previous roles, I've successfully implemented HR policies by first conducting a thorough assessment of organizational needs and aligning them with best practices. I prioritize collaboration with leadership to ensure that the policies are practical and supportive of our strategic objectives.

To improve employee engagement, I focus on creating open channels of communication, soliciting feedback regularly, and developing programs that support employee recognition and career development. Additionally, I believe in fostering a culture that values diversity and inclusivity which greatly enhances engagement.

Handling recruitment challenges requires a multifaceted approach. I analyze where the bottlenecks are, optimize the recruitment process through technology and social media outreach, and continuously refine our interview techniques to attract and retain the best candidates.

My approach to coaching leaders involves understanding their individual styles and growth areas, providing tailored feedback, and offering resources that support their development. I believe in nurturing a collaborative environment where leaders can learn from one another and establish meaningful rapport with their teams.

To assess HR performance, I track key metrics such as employee turnover rates, time-to-hire, engagement scores, and feedback from employee surveys. This data provides insight into the effectiveness of our HR initiatives and areas that may require adjustments.

In my previous role, I led a cultural transformation by first assessing the existing organizational culture and identifying misalignments with our strategic goals. I collaborated with executives to establish core values, rolled out training programs to promote those values, and created feedback channels to ensure continuous alignment.

Effective management of labor affairs involves close collaboration with legal teams and ensuring compliance with local labor laws. I prioritize open communication with employees to resolve matters swiftly while also maintaining a focus on fostering positive employee relations.

My philosophy on employee lifecycle management revolves around creating a seamless and supportive experience throughout all phases. From recruitment to onboarding, development, and exit, each stage should reflect the company's commitment to its employees and contribute to a positive organizational culture.

Ensuring alignment between HR strategies and organizational goals requires regular communication and collaboration with leadership. I use strategic planning sessions to integrate HR initiatives with business objectives and create shared metrics that measure success collectively.