Global Head of People Partners

As the Global Head of People Partners at Slice, your main responsibilities will include developing strategic people solutions that match business needs, leading a team of HR Business Partners globally, and implementing impactful people programs focused on onboarding, performance management, and employee relations. You'll also work to foster a strong workplace culture and improve employee engagement across multiple geographies.

To qualify for the Global Head of People Partners position at Slice, you should have 15+ years of experience in the People function within both high-growth tech companies and established organizations. You should possess strong analytical skills, the ability to implement people programs effectively, experience managing global teams, and be capable of balancing commercial and people priorities.

The Global Head of People Partners plays a key role in shaping Slice's culture by crafting people strategies that enhance engagement and performance. You'll work closely with leaders across the organization to ensure that our values and principles are embedded in all employee-related matters, ultimately creating an inclusive and thriving work environment.

The hiring process for the Global Head of People Partners position at Slice takes approximately six weeks. It begins with an application, followed by an introductory meeting with the Director of Talent Acquisition, a detailed interview with the Chief People Officer, and several interviews with business leaders and executive team members before a final offer discussion.

As the Global Head of People Partners at Slice, you'll receive a comprehensive benefits package that includes flexible PTO, medical, vision, and dental insurance, a 401K matching program, a personal wellness stipend, and even a weekly pizza stipend. This suite of benefits reflects our commitment to supporting your well-being and work-life balance.

To develop a people strategy for a global company like Slice, I would start by conducting a thorough analysis of the business objectives and understanding the unique challenges faced by different regions. Collaborating with local HR teams and stakeholders would be crucial to gather insights, ensuring that the strategy aligns closely with organizational goals while accommodating local cultural differences.

In a previous role, I led a change initiative aimed at enhancing talent management processes across multiple locations. By conducting surveys and focus groups, we identified pain points and developed tailored solutions. Implementing a new performance management system resulted in increased employee engagement and better talent retention, showcasing the importance of involving employees in change.

Essential metrics can include employee engagement scores, retention rates, performance appraisal results, and diversity metrics. By analyzing these data points, we can assess the effectiveness of our people programs and make informed decisions to continuously improve the employee experience at Slice.

To foster collaboration within a globally distributed HR team, I emphasize open communication through regular touchpoints and virtual team-building exercises. Utilizing collaborative tools and setting shared objectives helps create a sense of belonging among team members, ensuring they feel connected regardless of their physical location.

My approach to performance management revolves around continuous feedback rather than relying solely on annual reviews. By creating a culture of ongoing dialogue, I encourage managers and employees to set measurable goals together and regularly discuss progress, which significantly enhances employee accountability and growth.

To ensure diversity and inclusion in hiring practices, I advocate for a structured hiring process that involves diverse interview panels and unbiased job descriptions. Additionally, I recommend leveraging diverse talent pipelines and outreach initiatives that specifically engage underrepresented groups to build a diverse candidate pool.

Company culture plays a critical role in employee retention. A strong culture that aligns with employees' values leads to higher engagement and job satisfaction. By actively nurturing a positive workplace culture, we can create an environment where employees feel valued and are more likely to stay committed to Slice.

When dealing with conflict resolution within HR, I believe in addressing issues early on through a structured mediation process. Listening to all parties involved and seeking common ground can lead to constructive outcomes. Maintaining confidentiality and promoting a culture of respect ensures that team dynamics remain strong.

I stay updated on HR trends and best practices by regularly attending industry conferences, participating in webinars, and subscribing to leading HR publications. Networking with other HR professionals also helps me exchange ideas and learn from different experiences, ensuring that I can continually bring fresh perspectives to Slice.

To enhance employee engagement at Slice, I'd focus on creating tailored development programs, encouraging feedback, and offering meaningful recognition. Engagement surveys can help identify key areas for improvement, allowing us to implement specific initiatives that resonate with employees' needs and aspirations.