This Head of HR (M&S) position can be based anywhere within the locations that we operate, which currently include UK, Ireland, Denmark, Finland, Norway, Sweden, Estonia and Romania. Azets saw the light of day in 2016, as a result of bringing leading edge UK and Nordic business services companies together. For decades, we have provided business-critical support to thousands of clients throughout the UK and the Nordic region. Today, we are an international accounting, tax, advisory and business services company that delivers a personal experience, both digitally and at your door. We are on a mission to help organisations of all shapes and sizes achieve their ambitions, saving them precious time to focus on what they do best. Azets Group has over 8,000 people and supports some 90,000 clients across its network of 160+ offices in the UK, Ireland, Denmark, Finland, Norway, Sweden, Estonia and Romania. Its clients include enterprises, SMEs, large scale businesses, public sector organisations, and private clients, across multiple sectors. Azets' client experience is based on delivering a highly personalised service, through its local office network and proprietary digital workplace technology Azets CoZone, a unique cloud-based portal. Azets CoZone offers SMEs a market-leading digital solution, with instant access to information about their business that simplifies workflows, increases operational productivity, and supports a more productive client relationship. About Mergers and Acquisitions at Azets We buy to grow. Inspired by opportunities to back the ambitions in the businesses we acquire. We invest with purpose and grow highly selective, highly strategic businesses that mean something special - ensuring their entrepreneurial mindset continues to flourish. Our aim is to be the acquirer of choice; this is underpinned by three clear benefits for the businesses joining Azets: Offer acquired employees further personal and career development opportunities. To help business owners achieve their personal wealth ambitions and be part of a growing brand focused on the needs of the local SME market. Be part of the future of how to deliver business-critical, advisory, outsourcing and compliance services in real time using data driven insights at scale within a reoccurring revenue model. The role The Head of HR (M&A) is a new role reporting jointly to the Group Head of Mergers and Acquisitions and the Group Chief People Officer. It is an opportunity to take a leadership role in people and culture matters throughout all aspects of the Azets acquisition and integration lifecycle, contributing to the successful integration of new businesses into Azets. It is a highly collaborative role, working with the wider M&A team, the Group HR team and alongside Business Unit leadership and HR teams. It is a critical role because creating the best place to work for the colleagues who join us from acquisitions, where they can be themselves and reach their full potential, is a key acquisition value creation driver. The role will line manage the M&A HR Business Partner, who currently supports UK and Ireland acquisition activity. Azets is open to suggestions for flexible working arrangements. Please talk to our Recruitment Team about what you think could work so that we can bear this in mind during your application process. Key responsibilities There are 2 key facets to this role: 1. Creating and embedding a new M&A people framework (aligned to acquisition value creation): Responsible for a creating and embedding a new M&A people framework that will be used by our BU HR teams to deliver people-related M&A activity brilliantly and help realise acquisition value creation plans. Creating the framework will include designing and developing new, and continuously improving existing, HR M&A tools (including the M&A playbook, in-house cultural assessment tool, M&A employee listening strategy and due diligence methodology) with the aim of minimising people M&A risk, delivering an amazing employee experience through the acquisition process and creating the best place to work for acquired colleagues, embedding the Azets values and leadership behaviours. The framework needs to be pragmatic, easy to understand and flexible (to allow for different employment legislation and cultural nuances). We want to give our BU HR teams 'freedom within a framework'. Work with the Head of HR Data and Systems to develop M&A People data reporting capability (and a People M&A dashboard). Identify relevant People M&A related KPIs (aligned to value creation plans) and develop actionable insight from the people data and KPIs. Working with the business unit to ensure internal messaging, communications and activities carry the right tone and are consistent with aims of the acquisition, the output of the cultural diligence and help drive a smooth landing from a people perspective. At the same time, working with the deal team to plan and help execute any people synergy opportunities. 2. Accountability for ongoing M&A people activity Work with the BU HR teams to plan and design integration plans for each acquisition, aligned to the Azets M&A people framework and acquisition value creation plans. It will be the responsibility of BU HR teams to lead and deliver people M&A integration within their BU, using the M&A people framework. Note that we want the approach to business partnering to be flexible- some business units might need more hands-on support due to workload and resourcing challenges. Work with the other group functions and local HR teams to introduce and embed Azets standard HR, people performance processes, systems and support. Take the lead HR M&A role during acquisitions in new jurisdictions and across multiple business units. Where required, work with Group CPO to create HR target operating model for new jurisdictions and recruit to this model. Develop an approach and subsequently facilitate 'fact finding' workshops (between teams from the new acquisition and existing Azets) which focus on building relationships, knowledge sharing and future ways of working. Skills & experience Background and Experience A background in HR, Culture or Talent within a multinational organisation- with specific experience working across different countries. Experience in influencing and building relationships with different HR teams and senior stakeholders to allow meaningful and effective collaboration. Demonstrable experience of developing and implementing best practice HR processes to attract, develop, engage and retain a diverse workforce. Experience of change management methodologies to ensure a positive cultural change is achieved following organizational, systems and process changes. Experience within M&A / TUPE. Experience in coaching. Strategic Planning. Personal Characteristics Client focused and service minded - strives to deliver high quality services. Creative and solution-oriented - enjoys taking on challenges. Thrives in high-paced organisations on a growth journey. Professional and collaborative - a mindset that focuses on the team effort. Builds relationships based on confidence and trust - a natural networker. Good communicator, motivator, and negotiator. Pays attention to the broader picture as well as smaller details - seamlessly switches between operational and strategic duties. Who you will be working with Working as part of the Global M&A team We are a forward-thinking, agent of change for the business, accelerating the execution of group strategy through well considered, structured and integrated acquisitions. We operate as a single team working across all Azets jurisdictions and some we haven't yet entered! We are a combination of different disciplines, backgrounds and personalities, who lean in collaboratively to co-create and adapt. Our ambition is to be the best and to have as much fun as we can pack in along the way. Working as part of the Group HR team We are a small but mighty team, and we work all over the place (London, Glasgow, Oslo, Bristol)! We're supportive of each other and committed to making Azets the best place to work. We're mindful of what it is like to work in one of our Business Units and the operational pressures that can bring. We're not perfect, always striving to be better. We're curious, kind, collaborative and don't take work too seriously! What's in it for you? Our benefits include hybrid & flexible working, birthday leave, professional subscription and much more. You can find out more about how we reward our colleagues -Careers Rewards And Benefits Azets UK .
May 20, 2024
Full time
This Head of HR (M&S) position can be based anywhere within the locations that we operate, which currently include UK, Ireland, Denmark, Finland, Norway, Sweden, Estonia and Romania. Azets saw the light of day in 2016, as a result of bringing leading edge UK and Nordic business services companies together. For decades, we have provided business-critical support to thousands of clients throughout the UK and the Nordic region. Today, we are an international accounting, tax, advisory and business services company that delivers a personal experience, both digitally and at your door. We are on a mission to help organisations of all shapes and sizes achieve their ambitions, saving them precious time to focus on what they do best. Azets Group has over 8,000 people and supports some 90,000 clients across its network of 160+ offices in the UK, Ireland, Denmark, Finland, Norway, Sweden, Estonia and Romania. Its clients include enterprises, SMEs, large scale businesses, public sector organisations, and private clients, across multiple sectors. Azets' client experience is based on delivering a highly personalised service, through its local office network and proprietary digital workplace technology Azets CoZone, a unique cloud-based portal. Azets CoZone offers SMEs a market-leading digital solution, with instant access to information about their business that simplifies workflows, increases operational productivity, and supports a more productive client relationship. About Mergers and Acquisitions at Azets We buy to grow. Inspired by opportunities to back the ambitions in the businesses we acquire. We invest with purpose and grow highly selective, highly strategic businesses that mean something special - ensuring their entrepreneurial mindset continues to flourish. Our aim is to be the acquirer of choice; this is underpinned by three clear benefits for the businesses joining Azets: Offer acquired employees further personal and career development opportunities. To help business owners achieve their personal wealth ambitions and be part of a growing brand focused on the needs of the local SME market. Be part of the future of how to deliver business-critical, advisory, outsourcing and compliance services in real time using data driven insights at scale within a reoccurring revenue model. The role The Head of HR (M&A) is a new role reporting jointly to the Group Head of Mergers and Acquisitions and the Group Chief People Officer. It is an opportunity to take a leadership role in people and culture matters throughout all aspects of the Azets acquisition and integration lifecycle, contributing to the successful integration of new businesses into Azets. It is a highly collaborative role, working with the wider M&A team, the Group HR team and alongside Business Unit leadership and HR teams. It is a critical role because creating the best place to work for the colleagues who join us from acquisitions, where they can be themselves and reach their full potential, is a key acquisition value creation driver. The role will line manage the M&A HR Business Partner, who currently supports UK and Ireland acquisition activity. Azets is open to suggestions for flexible working arrangements. Please talk to our Recruitment Team about what you think could work so that we can bear this in mind during your application process. Key responsibilities There are 2 key facets to this role: 1. Creating and embedding a new M&A people framework (aligned to acquisition value creation): Responsible for a creating and embedding a new M&A people framework that will be used by our BU HR teams to deliver people-related M&A activity brilliantly and help realise acquisition value creation plans. Creating the framework will include designing and developing new, and continuously improving existing, HR M&A tools (including the M&A playbook, in-house cultural assessment tool, M&A employee listening strategy and due diligence methodology) with the aim of minimising people M&A risk, delivering an amazing employee experience through the acquisition process and creating the best place to work for acquired colleagues, embedding the Azets values and leadership behaviours. The framework needs to be pragmatic, easy to understand and flexible (to allow for different employment legislation and cultural nuances). We want to give our BU HR teams 'freedom within a framework'. Work with the Head of HR Data and Systems to develop M&A People data reporting capability (and a People M&A dashboard). Identify relevant People M&A related KPIs (aligned to value creation plans) and develop actionable insight from the people data and KPIs. Working with the business unit to ensure internal messaging, communications and activities carry the right tone and are consistent with aims of the acquisition, the output of the cultural diligence and help drive a smooth landing from a people perspective. At the same time, working with the deal team to plan and help execute any people synergy opportunities. 2. Accountability for ongoing M&A people activity Work with the BU HR teams to plan and design integration plans for each acquisition, aligned to the Azets M&A people framework and acquisition value creation plans. It will be the responsibility of BU HR teams to lead and deliver people M&A integration within their BU, using the M&A people framework. Note that we want the approach to business partnering to be flexible- some business units might need more hands-on support due to workload and resourcing challenges. Work with the other group functions and local HR teams to introduce and embed Azets standard HR, people performance processes, systems and support. Take the lead HR M&A role during acquisitions in new jurisdictions and across multiple business units. Where required, work with Group CPO to create HR target operating model for new jurisdictions and recruit to this model. Develop an approach and subsequently facilitate 'fact finding' workshops (between teams from the new acquisition and existing Azets) which focus on building relationships, knowledge sharing and future ways of working. Skills & experience Background and Experience A background in HR, Culture or Talent within a multinational organisation- with specific experience working across different countries. Experience in influencing and building relationships with different HR teams and senior stakeholders to allow meaningful and effective collaboration. Demonstrable experience of developing and implementing best practice HR processes to attract, develop, engage and retain a diverse workforce. Experience of change management methodologies to ensure a positive cultural change is achieved following organizational, systems and process changes. Experience within M&A / TUPE. Experience in coaching. Strategic Planning. Personal Characteristics Client focused and service minded - strives to deliver high quality services. Creative and solution-oriented - enjoys taking on challenges. Thrives in high-paced organisations on a growth journey. Professional and collaborative - a mindset that focuses on the team effort. Builds relationships based on confidence and trust - a natural networker. Good communicator, motivator, and negotiator. Pays attention to the broader picture as well as smaller details - seamlessly switches between operational and strategic duties. Who you will be working with Working as part of the Global M&A team We are a forward-thinking, agent of change for the business, accelerating the execution of group strategy through well considered, structured and integrated acquisitions. We operate as a single team working across all Azets jurisdictions and some we haven't yet entered! We are a combination of different disciplines, backgrounds and personalities, who lean in collaboratively to co-create and adapt. Our ambition is to be the best and to have as much fun as we can pack in along the way. Working as part of the Group HR team We are a small but mighty team, and we work all over the place (London, Glasgow, Oslo, Bristol)! We're supportive of each other and committed to making Azets the best place to work. We're mindful of what it is like to work in one of our Business Units and the operational pressures that can bring. We're not perfect, always striving to be better. We're curious, kind, collaborative and don't take work too seriously! What's in it for you? Our benefits include hybrid & flexible working, birthday leave, professional subscription and much more. You can find out more about how we reward our colleagues -Careers Rewards And Benefits Azets UK .
350M+ downloads, 65M monthly users, by installs in the iOS Health category, 4.9 stars on the App Store (3M+ reviews), backed by 7 VCs, annual revenue at 9 figures, and a valuation close to $1B. We're a growing, Series B funded HealthTech building the essential digital health partner of tomorrow to empower women, girls, and people who menstruate with the knowledge and support they need to stay well and live better. Our cycle, ovulation and pregnancy tracking, educational content and anonymised community platform have been trusted for years by millions to help them feel more in control of their health every day. We're harnessing the power of data analytics and AI to build a smarter future, one where we all know our bodies better, with an aim to become the essential health partner to women worldwide. The Job Reporting directly to the Chief People Officer, the Head of Talent Acquisition will lead a team of six, developing and executing innovative strategies and processes for talent acquisition that support Flo's expansion, while maintaining the high talent standards established at Flo. Collaborating with multiple departments including engineering, product, marketing and medical, this role will spearhead our recruitment initiatives across all locations. Your Experience Must have: Minimum of 7 years experience in talent acquisition and 3 years of leading a talent team Proven ability to align talent acquisition and management strategies with the organisation's overall goals and objectives Demonstrated success in fast-paced, scaling, technology-driven environments across Europe Deep understanding of recruitment processes, sourcing strategies, employer branding, and candidate experience at scale Hands-on recruitment experience across engineering, product and marketing roles at any seniority Expertise in the recruitment technology stack - ATS, reporting tools, LinkedIn Recruiter etc Strong knack for utilising data analytics and funnel metrics to inform talent strategies, measure effectiveness, key recruitment value drivers and identify areas for improvement, Experience in a driving headhunting strategies, market mapping, candidate nurturing strategies, designing salary and total comp packages Solid working knowledge of employment laws, regulations, and best practices to ensure legal compliance in all talent management activities A deep understanding of the importance of employer brand along with expertise in assessing the effectiveness of branding, comms and outreach strategies Deep knowledge and understanding of talent industry trends, best practices, and emerging technologies and practices in the field of talent acquisition Experience of managing DE&I within recruitment processes Ability to engage with diverse teams and company leadership, being seen as a trusted advisor and thought leader within the organisation based on expertise, experience, and a thorough understanding of the talent landscape Nice to have: Experience recruiting for a scaling B2C consumer app Working experience of Greenhouse, Talentwall, Pigment What you'll be doing You'll be responsible for: Execution & Delivery: Establish quarterly OKRs for team effectiveness and efficiency, lead long-term recruitment projects, manage the hiring strategy and workload distribution, as well as oversee the talent budget to align with organisational goals. Directly handle senior-level recruitment processes where needed. Stakeholder Management: Build relationships across to the business to ensure expectations are set and advise leadership on strategic talent initiatives to ensure smooth project delivery. Data-driven strategy: Use data to enhance the impact of the team and develop and report on key performance metrics to improve decision-making, cost efficiency and overall recruitment metrics Problem Solving: Propose and oversee recruitment strategies that support Flo's long-term growth and scalability, including prioritisation frameworks, the rollout of new processes and the refinement of existing ones Selection & Talent Community: Implement sourcing best practices within the team, promoting the use of data in understanding funnel metrics and response rates and build talent communities to enhance recruitment efficiency within an always-on recruitment model DE&I: Oversee and evaluate our DE&I goals and methods to ensure they effectively meet Flo's objectives Employer Brand: Work closely with our Employer Brand Manager to lead the development of our EVP, enhancing Flo's reputation and ensuring we attract the right talent Team Management: Empower and mentor team members, fostering a culture of growth and development. Provide thoughtful, actionable feedback to advance your team's capabilities and individual strengths Market Data: Provide market data to help shape our internal compensation structures and provide insights on what our competitors are doing to share knowledge and ideas on how to improve our strategy and processes Salary Range - gross per year Ranges may vary depending on your skills, competencies and experience. Reward People perform better when they're happy, paid well, looked after and supported. On top of competitive salaries, Flo's employees have access to: A flexible working environment with the opportunity to come into the office and work from home Company equity grants through Flo's Employee Share Option Plan (ESOP) Paid holiday and sick leave Fully paid female health and sick leave, in addition to holiday and regular sick leave Workations - an opportunity to work abroad for two months a year Six months paid maternity leave, and one months paid paternity leave (subject to qualifying conditions) inclusive of same-sex and adoptive parents Career growth, progression, and learning development resources Annual salary reviews Unlimited free premium Flo subscriptions A whole host of other benefits (health/pension/social schemes) Our Culture We're problem solvers, we're adaptable, we're empathy driven and results led. People here like working in a fast-paced, multi-national, multi-cultural and ever changing environment. Everyone has an impact on a powerful mission, and is happy to roll their sleeves up to ideate solutions and put them in place. Being part of a growing business means that sometimes it's not easy and we work hard, but our mission is always at the forefront of what we do. Diversity, Equity and Inclusion The strength of our workforce is in the diverse backgrounds of our employees, and Flo is committed to applying its equal opportunities policy at all stages of recruitment and selection. This means recruitment and selection of talent into Flo Health companies is only based on individual merit and qualifications directly related to professional competence. Shortlisting, interviewing, and selection will always be carried out without regard to gender identity or expression, sexual orientation, marital or civil partnership status, color, race, nationality, ethnic or national origins, religion or beliefs, ancestry, age, veteran status, mental or physical disability, medical condition, pregnancy or maternity status, trade union membership, or any other protected characteristics. Please can you share your LinkedIn profile us? If you have one, can you share your personal website? How did you hear about us? Flo Health can contact me about job opportunities for up to 3 years By applying for the above role, you confirm that you have reviewed our privacy notice for job applicants: For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Flo Health's Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war . click apply for full job details
May 20, 2024
Full time
350M+ downloads, 65M monthly users, by installs in the iOS Health category, 4.9 stars on the App Store (3M+ reviews), backed by 7 VCs, annual revenue at 9 figures, and a valuation close to $1B. We're a growing, Series B funded HealthTech building the essential digital health partner of tomorrow to empower women, girls, and people who menstruate with the knowledge and support they need to stay well and live better. Our cycle, ovulation and pregnancy tracking, educational content and anonymised community platform have been trusted for years by millions to help them feel more in control of their health every day. We're harnessing the power of data analytics and AI to build a smarter future, one where we all know our bodies better, with an aim to become the essential health partner to women worldwide. The Job Reporting directly to the Chief People Officer, the Head of Talent Acquisition will lead a team of six, developing and executing innovative strategies and processes for talent acquisition that support Flo's expansion, while maintaining the high talent standards established at Flo. Collaborating with multiple departments including engineering, product, marketing and medical, this role will spearhead our recruitment initiatives across all locations. Your Experience Must have: Minimum of 7 years experience in talent acquisition and 3 years of leading a talent team Proven ability to align talent acquisition and management strategies with the organisation's overall goals and objectives Demonstrated success in fast-paced, scaling, technology-driven environments across Europe Deep understanding of recruitment processes, sourcing strategies, employer branding, and candidate experience at scale Hands-on recruitment experience across engineering, product and marketing roles at any seniority Expertise in the recruitment technology stack - ATS, reporting tools, LinkedIn Recruiter etc Strong knack for utilising data analytics and funnel metrics to inform talent strategies, measure effectiveness, key recruitment value drivers and identify areas for improvement, Experience in a driving headhunting strategies, market mapping, candidate nurturing strategies, designing salary and total comp packages Solid working knowledge of employment laws, regulations, and best practices to ensure legal compliance in all talent management activities A deep understanding of the importance of employer brand along with expertise in assessing the effectiveness of branding, comms and outreach strategies Deep knowledge and understanding of talent industry trends, best practices, and emerging technologies and practices in the field of talent acquisition Experience of managing DE&I within recruitment processes Ability to engage with diverse teams and company leadership, being seen as a trusted advisor and thought leader within the organisation based on expertise, experience, and a thorough understanding of the talent landscape Nice to have: Experience recruiting for a scaling B2C consumer app Working experience of Greenhouse, Talentwall, Pigment What you'll be doing You'll be responsible for: Execution & Delivery: Establish quarterly OKRs for team effectiveness and efficiency, lead long-term recruitment projects, manage the hiring strategy and workload distribution, as well as oversee the talent budget to align with organisational goals. Directly handle senior-level recruitment processes where needed. Stakeholder Management: Build relationships across to the business to ensure expectations are set and advise leadership on strategic talent initiatives to ensure smooth project delivery. Data-driven strategy: Use data to enhance the impact of the team and develop and report on key performance metrics to improve decision-making, cost efficiency and overall recruitment metrics Problem Solving: Propose and oversee recruitment strategies that support Flo's long-term growth and scalability, including prioritisation frameworks, the rollout of new processes and the refinement of existing ones Selection & Talent Community: Implement sourcing best practices within the team, promoting the use of data in understanding funnel metrics and response rates and build talent communities to enhance recruitment efficiency within an always-on recruitment model DE&I: Oversee and evaluate our DE&I goals and methods to ensure they effectively meet Flo's objectives Employer Brand: Work closely with our Employer Brand Manager to lead the development of our EVP, enhancing Flo's reputation and ensuring we attract the right talent Team Management: Empower and mentor team members, fostering a culture of growth and development. Provide thoughtful, actionable feedback to advance your team's capabilities and individual strengths Market Data: Provide market data to help shape our internal compensation structures and provide insights on what our competitors are doing to share knowledge and ideas on how to improve our strategy and processes Salary Range - gross per year Ranges may vary depending on your skills, competencies and experience. Reward People perform better when they're happy, paid well, looked after and supported. On top of competitive salaries, Flo's employees have access to: A flexible working environment with the opportunity to come into the office and work from home Company equity grants through Flo's Employee Share Option Plan (ESOP) Paid holiday and sick leave Fully paid female health and sick leave, in addition to holiday and regular sick leave Workations - an opportunity to work abroad for two months a year Six months paid maternity leave, and one months paid paternity leave (subject to qualifying conditions) inclusive of same-sex and adoptive parents Career growth, progression, and learning development resources Annual salary reviews Unlimited free premium Flo subscriptions A whole host of other benefits (health/pension/social schemes) Our Culture We're problem solvers, we're adaptable, we're empathy driven and results led. People here like working in a fast-paced, multi-national, multi-cultural and ever changing environment. Everyone has an impact on a powerful mission, and is happy to roll their sleeves up to ideate solutions and put them in place. Being part of a growing business means that sometimes it's not easy and we work hard, but our mission is always at the forefront of what we do. Diversity, Equity and Inclusion The strength of our workforce is in the diverse backgrounds of our employees, and Flo is committed to applying its equal opportunities policy at all stages of recruitment and selection. This means recruitment and selection of talent into Flo Health companies is only based on individual merit and qualifications directly related to professional competence. Shortlisting, interviewing, and selection will always be carried out without regard to gender identity or expression, sexual orientation, marital or civil partnership status, color, race, nationality, ethnic or national origins, religion or beliefs, ancestry, age, veteran status, mental or physical disability, medical condition, pregnancy or maternity status, trade union membership, or any other protected characteristics. Please can you share your LinkedIn profile us? If you have one, can you share your personal website? How did you hear about us? Flo Health can contact me about job opportunities for up to 3 years By applying for the above role, you confirm that you have reviewed our privacy notice for job applicants: For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Flo Health's Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war . click apply for full job details
350M+ downloads, 65M monthly users, by installs in the iOS Health category, 4.9 stars on the App Store (3M+ reviews), backed by 7 VCs, annual revenue at 9 figures, and a valuation close to $1B. We're a growing, Series B funded HealthTech building the essential digital health partner of tomorrow to empower women, girls, and people who menstruate with the knowledge and support they need to stay well and live better. Our cycle, ovulation and pregnancy tracking, educational content and anonymised community platform have been trusted for years by millions to help them feel more in control of their health every day. We're harnessing the power of data analytics and AI to build a smarter future, one where we all know our bodies better, with an aim to become the essential health partner to women worldwide. The Job Reporting directly to the Chief People Officer, the Head of Talent Acquisition will lead a team of six, developing and executing innovative strategies and processes for talent acquisition that support Flo's expansion, while maintaining the high talent standards established at Flo. Collaborating with multiple departments including engineering, product, marketing and medical, this role will spearhead our recruitment initiatives across all locations. Your Experience Must have: Minimum of 7 years experience in talent acquisition and 3 years of leading a talent team Proven ability to align talent acquisition and management strategies with the organisation's overall goals and objectives Demonstrated success in fast-paced, scaling, technology-driven environments across Europe Deep understanding of recruitment processes, sourcing strategies, employer branding, and candidate experience at scale Hands-on recruitment experience across engineering, product and marketing roles at any seniority Expertise in the recruitment technology stack - ATS, reporting tools, LinkedIn Recruiter etc Strong knack for utilising data analytics and funnel metrics to inform talent strategies, measure effectiveness, key recruitment value drivers and identify areas for improvement, Experience in a driving headhunting strategies, market mapping, candidate nurturing strategies, designing salary and total comp packages Solid working knowledge of employment laws, regulations, and best practices to ensure legal compliance in all talent management activities A deep understanding of the importance of employer brand along with expertise in assessing the effectiveness of branding, comms and outreach strategies Deep knowledge and understanding of talent industry trends, best practices, and emerging technologies and practices in the field of talent acquisition Experience of managing DE&I within recruitment processes Ability to engage with diverse teams and company leadership, being seen as a trusted advisor and thought leader within the organisation based on expertise, experience, and a thorough understanding of the talent landscape Nice to have: Experience recruiting for a scaling B2C consumer app Working experience of Greenhouse, Talentwall, Pigment What you'll be doing You'll be responsible for: Execution & Delivery: Establish quarterly OKRs for team effectiveness and efficiency, lead long-term recruitment projects, manage the hiring strategy and workload distribution, as well as oversee the talent budget to align with organisational goals. Directly handle senior-level recruitment processes where needed. Stakeholder Management: Build relationships across to the business to ensure expectations are set and advise leadership on strategic talent initiatives to ensure smooth project delivery. Data-driven strategy: Use data to enhance the impact of the team and develop and report on key performance metrics to improve decision-making, cost efficiency and overall recruitment metrics Problem Solving: Propose and oversee recruitment strategies that support Flo's long-term growth and scalability, including prioritisation frameworks, the rollout of new processes and the refinement of existing ones Selection & Talent Community: Implement sourcing best practices within the team, promoting the use of data in understanding funnel metrics and response rates and build talent communities to enhance recruitment efficiency within an always-on recruitment model DE&I: Oversee and evaluate our DE&I goals and methods to ensure they effectively meet Flo's objectives Employer Brand: Work closely with our Employer Brand Manager to lead the development of our EVP, enhancing Flo's reputation and ensuring we attract the right talent Team Management: Empower and mentor team members, fostering a culture of growth and development. Provide thoughtful, actionable feedback to advance your team's capabilities and individual strengths Market Data: Provide market data to help shape our internal compensation structures and provide insights on what our competitors are doing to share knowledge and ideas on how to improve our strategy and processes Salary Range - gross per year Ranges may vary depending on your skills, competencies and experience. Reward People perform better when they're happy, paid well, looked after and supported. On top of competitive salaries, Flo's employees have access to: A flexible working environment with the opportunity to come into the office and work from home Company equity grants through Flo's Employee Share Option Plan (ESOP) Paid holiday and sick leave Fully paid female health and sick leave, in addition to holiday and regular sick leave Workations - an opportunity to work abroad for two months a year Six months paid maternity leave, and one months paid paternity leave (subject to qualifying conditions) inclusive of same-sex and adoptive parents Career growth, progression, and learning development resources Annual salary reviews Unlimited free premium Flo subscriptions A whole host of other benefits (health/pension/social schemes) Our Culture We're problem solvers, we're adaptable, we're empathy driven and results led. People here like working in a fast-paced, multi-national, multi-cultural and ever changing environment. Everyone has an impact on a powerful mission, and is happy to roll their sleeves up to ideate solutions and put them in place. Being part of a growing business means that sometimes it's not easy and we work hard, but our mission is always at the forefront of what we do. Diversity, Equity and Inclusion The strength of our workforce is in the diverse backgrounds of our employees, and Flo is committed to applying its equal opportunities policy at all stages of recruitment and selection. This means recruitment and selection of talent into Flo Health companies is only based on individual merit and qualifications directly related to professional competence. Shortlisting, interviewing, and selection will always be carried out without regard to gender identity or expression, sexual orientation, marital or civil partnership status, color, race, nationality, ethnic or national origins, religion or beliefs, ancestry, age, veteran status, mental or physical disability, medical condition, pregnancy or maternity status, trade union membership, or any other protected characteristics. Please can you share your LinkedIn profile us? If you have one, can you share your personal website? How did you hear about us? Flo Health can contact me about job opportunities for up to 3 years By applying for the above role, you confirm that you have reviewed our privacy notice for job applicants: For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Flo Health's Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war . click apply for full job details
May 16, 2024
Full time
350M+ downloads, 65M monthly users, by installs in the iOS Health category, 4.9 stars on the App Store (3M+ reviews), backed by 7 VCs, annual revenue at 9 figures, and a valuation close to $1B. We're a growing, Series B funded HealthTech building the essential digital health partner of tomorrow to empower women, girls, and people who menstruate with the knowledge and support they need to stay well and live better. Our cycle, ovulation and pregnancy tracking, educational content and anonymised community platform have been trusted for years by millions to help them feel more in control of their health every day. We're harnessing the power of data analytics and AI to build a smarter future, one where we all know our bodies better, with an aim to become the essential health partner to women worldwide. The Job Reporting directly to the Chief People Officer, the Head of Talent Acquisition will lead a team of six, developing and executing innovative strategies and processes for talent acquisition that support Flo's expansion, while maintaining the high talent standards established at Flo. Collaborating with multiple departments including engineering, product, marketing and medical, this role will spearhead our recruitment initiatives across all locations. Your Experience Must have: Minimum of 7 years experience in talent acquisition and 3 years of leading a talent team Proven ability to align talent acquisition and management strategies with the organisation's overall goals and objectives Demonstrated success in fast-paced, scaling, technology-driven environments across Europe Deep understanding of recruitment processes, sourcing strategies, employer branding, and candidate experience at scale Hands-on recruitment experience across engineering, product and marketing roles at any seniority Expertise in the recruitment technology stack - ATS, reporting tools, LinkedIn Recruiter etc Strong knack for utilising data analytics and funnel metrics to inform talent strategies, measure effectiveness, key recruitment value drivers and identify areas for improvement, Experience in a driving headhunting strategies, market mapping, candidate nurturing strategies, designing salary and total comp packages Solid working knowledge of employment laws, regulations, and best practices to ensure legal compliance in all talent management activities A deep understanding of the importance of employer brand along with expertise in assessing the effectiveness of branding, comms and outreach strategies Deep knowledge and understanding of talent industry trends, best practices, and emerging technologies and practices in the field of talent acquisition Experience of managing DE&I within recruitment processes Ability to engage with diverse teams and company leadership, being seen as a trusted advisor and thought leader within the organisation based on expertise, experience, and a thorough understanding of the talent landscape Nice to have: Experience recruiting for a scaling B2C consumer app Working experience of Greenhouse, Talentwall, Pigment What you'll be doing You'll be responsible for: Execution & Delivery: Establish quarterly OKRs for team effectiveness and efficiency, lead long-term recruitment projects, manage the hiring strategy and workload distribution, as well as oversee the talent budget to align with organisational goals. Directly handle senior-level recruitment processes where needed. Stakeholder Management: Build relationships across to the business to ensure expectations are set and advise leadership on strategic talent initiatives to ensure smooth project delivery. Data-driven strategy: Use data to enhance the impact of the team and develop and report on key performance metrics to improve decision-making, cost efficiency and overall recruitment metrics Problem Solving: Propose and oversee recruitment strategies that support Flo's long-term growth and scalability, including prioritisation frameworks, the rollout of new processes and the refinement of existing ones Selection & Talent Community: Implement sourcing best practices within the team, promoting the use of data in understanding funnel metrics and response rates and build talent communities to enhance recruitment efficiency within an always-on recruitment model DE&I: Oversee and evaluate our DE&I goals and methods to ensure they effectively meet Flo's objectives Employer Brand: Work closely with our Employer Brand Manager to lead the development of our EVP, enhancing Flo's reputation and ensuring we attract the right talent Team Management: Empower and mentor team members, fostering a culture of growth and development. Provide thoughtful, actionable feedback to advance your team's capabilities and individual strengths Market Data: Provide market data to help shape our internal compensation structures and provide insights on what our competitors are doing to share knowledge and ideas on how to improve our strategy and processes Salary Range - gross per year Ranges may vary depending on your skills, competencies and experience. Reward People perform better when they're happy, paid well, looked after and supported. On top of competitive salaries, Flo's employees have access to: A flexible working environment with the opportunity to come into the office and work from home Company equity grants through Flo's Employee Share Option Plan (ESOP) Paid holiday and sick leave Fully paid female health and sick leave, in addition to holiday and regular sick leave Workations - an opportunity to work abroad for two months a year Six months paid maternity leave, and one months paid paternity leave (subject to qualifying conditions) inclusive of same-sex and adoptive parents Career growth, progression, and learning development resources Annual salary reviews Unlimited free premium Flo subscriptions A whole host of other benefits (health/pension/social schemes) Our Culture We're problem solvers, we're adaptable, we're empathy driven and results led. People here like working in a fast-paced, multi-national, multi-cultural and ever changing environment. Everyone has an impact on a powerful mission, and is happy to roll their sleeves up to ideate solutions and put them in place. Being part of a growing business means that sometimes it's not easy and we work hard, but our mission is always at the forefront of what we do. Diversity, Equity and Inclusion The strength of our workforce is in the diverse backgrounds of our employees, and Flo is committed to applying its equal opportunities policy at all stages of recruitment and selection. This means recruitment and selection of talent into Flo Health companies is only based on individual merit and qualifications directly related to professional competence. Shortlisting, interviewing, and selection will always be carried out without regard to gender identity or expression, sexual orientation, marital or civil partnership status, color, race, nationality, ethnic or national origins, religion or beliefs, ancestry, age, veteran status, mental or physical disability, medical condition, pregnancy or maternity status, trade union membership, or any other protected characteristics. Please can you share your LinkedIn profile us? If you have one, can you share your personal website? How did you hear about us? Flo Health can contact me about job opportunities for up to 3 years By applying for the above role, you confirm that you have reviewed our privacy notice for job applicants: For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Flo Health's Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war . click apply for full job details