Director, People Strategy & Programs

The Director of People Strategy & Programs at GOAT Group is responsible for leading the People Team in executing data-driven HR projects and initiatives. This includes managing talent programs focused on employee engagement, overseeing succession planning, and crafting performance management strategies. You’ll also coordinate cross-functional efforts while developing your team into internal consultants and project managers, ensuring all employees have the tools they need to succeed.

To qualify for the Director of People Strategy & Programs position at GOAT Group, you should have at least 8 years of relevant professional experience in consulting, HR strategy, or organizational development. Additionally, 3 years of multi-employee management experience is preferred. A strong background in project management and a deep understanding of talent management and human capital strategy will also set you up for success in this role.

The Director of People Strategy & Programs plays a crucial role in enhancing employee engagement at GOAT Group by developing and implementing strategic initiatives focused on employee experience. This includes leading engagement surveys to gather feedback, shaping the culture through inclusive programs, and continually optimizing talent management strategies to ensure all team members feel valued and motivated in their roles.

In this role, the Director of People Strategy & Programs will lead a team of project and program managers as well as talent management specialists. This team will focus on delivering impactful employee programs and managing complex cross-functional initiatives that align with GOAT Group’s strategic objectives, fostering a collaborative and engaging work environment.

Data is integral to the Director of People Strategy & Programs role at GOAT Group. It enables informed decision-making, helps in designing effective HR programs, and drives initiatives that enhance organizational effectiveness. By analyzing employee metrics and feedback, the Director can develop strategies that are not only responsive to current needs but also future-focused, solidifying GOAT Group's commitment to a positive work culture.

In response to this question, structure your answer to highlight your understanding of aligning talent management strategies with business goals. Discuss how you would analyze organizational needs, assess current talent, and use data to drive decision-making, ensuring your strategy develops skills and engages employees effectively.

When answering this, focus on your experience in managing change. Describe a specific initiative where you successfully led a team through change, emphasizing your use of communication, training, and stakeholder involvement to ensure a smooth transition. Highlight the outcomes achieved through this process.

Discuss various methods you’ve utilized, such as engagement surveys, focus groups, or one-on-one interviews. Emphasize how you analyze the data collected to identify trends and areas for improvement, and explain how these insights are used to design targeted engagement strategies.

Explain your philosophy on leadership and development. Provide examples of coaching or mentoring you’ve done in the past, and how you instill project management skills and data analysis capabilities in your team to empower them to take ownership of initiatives.

Highlight your collaborative skills, talking about how you've built relationships across functions in the past. Describe your process for gathering insights from different stakeholders to ensure that HR initiatives are aligned with the needs of the business.

Mention specific project management tools you’ve used, like Asana, Trello, or Microsoft Project, and explain how they enhance communication and task tracking within teams. Share examples of how these tools supported successful project outcomes.

Discuss your approach to prioritization, such as evaluating the urgency and impact of each initiative. Explain how you work with stakeholders to make data-driven decisions that align with the company’s strategic goals and resource availability.

Share a specific example of an employee program that you developed and led. Describe the objectives, implementation processes, and measurable outcomes that demonstrate the program's success, along with any feedback received from employees.

Talk about specific strategies you've implemented, such as diversity training, inclusive hiring practices, or employee resource groups. Explain how you measure the effectiveness of these strategies and adjust them based on employee feedback.

Emphasize your hands-on experience with analyzing HR metrics, interpreting data trends, and utilizing these insights to inform strategic HR decisions. Provide examples of how data has led to successful HR initiatives in your past roles.