People Experience Manager - job 1 of 2

As the People Experience Manager at Docplanner, your main responsibilities will include executing the country Headcount Plan, standardizing HR policies aligned with our global systems, coaching leaders on HR strategies, and implementing programs that enhance the employee lifecycle. You’ll also serve as a strategic advisor on organizational development and manage labor affairs collaboratively with legal teams.

To be considered for the People Experience Manager role at Docplanner, you should have a Bachelor's degree in Business Management, Industrial Engineering, Psychology, Law, or a related field. Additionally, at least 6 years of HR experience with 3 years in a senior role within a high-growth organization is essential, along with fluency in English.

Docplanner supports the growth of its People Experience Manager through various programs aimed at improving employee engagement and organizational development. You will also have the opportunity to coach leaders within the organization, thus facilitating your own professional development while contributing to the growth of others.

The recruitment process for the People Experience Manager at Docplanner is thorough and includes multiple steps. It starts with a 30-minute interview, followed by an assessment, additional interviews with leadership, and a business case presentation to evaluate your insights and thought processes. This comprehensive approach ensures we find the right fit for both you and our team.

As a People Experience Manager at Docplanner, you'll enjoy competitive salary packages, prepaid medical insurance, share options after 6 months, hybrid working models, food vouchers, and access to emotional well-being tools. Moreover, you’ll be part of a supportive team culture that values your contributions and personal time.

To develop a robust talent acquisition strategy, I would first assess our current workforce and identify gaps. Then, I would analyze the market trends to attract top talent, aligning our employer branding with the organizational culture. Collaborating with hiring managers is key to ensure we identify the right profiles and implement effective sourcing techniques.

I believe improving employee engagement requires active listening to employee feedback. In a previous role, I initiated surveys and focus groups to gauge satisfaction. Based on insights, we introduced flexible work hours and professional development opportunities, which led to a significant increase in engagement scores.

I prefer using continuous performance management methodologies, which include regular check-ins and 360-degree feedback. This approach allows for timely adjustments and fosters open communication, enabling employees to develop effectively while aligning their goals with the company's objectives.

Handling conflicts involves fostering an environment where team members feel safe to express concerns. I’d mediate conversations to facilitate understanding, addressing the root causes and encouraging collaborative solutions to restore harmony and productivity.

Key metrics for measuring HR success include employee turnover rates, engagement survey results, time-to-hire, and the effectiveness of training programs. Together, these metrics provide a comprehensive view of our talent management effectiveness and areas for improvement.

A successful onboarding process includes structured orientation and mentorship. I would ensure new hires receive comprehensive training on our HR policies and culture, while pairing them with a buddy for ongoing support. This approach helps new employees acclimate quickly and feel connected.

Staying current in HR requires continuous learning. I subscribe to relevant industry publications, attend webinars, and participate in HR networking groups to share insights and ensure compliance with the latest employment laws and best practices.

My experience in labor relations includes negotiating contracts and addressing disputes collaboratively. I believe in maintaining open communication with employees and labor representatives to build trust and ensure that all parties feel heard and respected.

To measure training effectiveness, I focus on pre-and post-training assessments as well as feedback surveys from participants. Tracking changes in performance metrics or skill applications within teams post-training provides insight into overall impact.

Improving retention rates involves understanding employee motivations. I would introduce flexible work options, career development opportunities, and a robust recognition program to make our workplace more appealing, thus minimizing turnover.