Head of People and Talent

Summary of Requirements

Reporting into the CEO, this role leads the development of the People and Talent strategy aligned to the operational plan. This is a critical role in managing change and engagement to ensure the achievement of the strategic goals by implementing effective people management practices.

The role is responsible and accountable for the culture at POWWR.  A key responsibility will be scalability of the headcount aligned to growth objectives.  The Head of People and Talent has a blended remit at a strategic and operational level – therefore the ability to own the entire function will be critical.    Key initiatives will focus on creating the right ways of working across the business ensuring effective process are in place to recruit and retain top talent.  Employee engagement and communication will be a central component of the role. 

The role is currently a stand-alone role supporting a geographically diverse team in the US and UK.  The headcount of the People and Talent area is anticipated to grow aligned to the growth objectives of the business. 

Are you ready to lead the charge in developing a People and Talent strategy that will drive growth and achieve strategic goals? As the Head of People and Talent at POWWR, you'll play a crucial role in managing change and engagement to create a culture that fosters success.

In this position, you'll have the opportunity to own the entire function and make a real impact on the organization's scalability and objectives. Your focus will be on recruiting and retaining top talent while creating the right ways of working across the business.

Employee engagement and communication will be a central component of the role, and you'll work closely with a geographically diverse team in the US and UK, reporting into the CEO. Join us and be part of a team that's changing the game!

 

 Role & Responsibilities

• Play a central role, in conjunction with the CEO on the formulation of the People and Talent Strategy.
• Manage and undertake a total reward audit to highlight supplementary or additional areas for consideration at the Executive Leadership Team (ELT). 
• Provide strategic oversight and benchmarking in remuneration reviews. 
• Provide strategic direction and leadership on the development of appropriate HR policies and practices.
• Assess current and future people initiatives to support strategic aims in conjunction with the ELT.
• Plan and manage all recruitment initiatives and identify suitable recruitment partners where appropriate ensuing appropriate terms and conditions are negotiated. 
• Maintain overall responsibility for the employee Objectives and Key Results (OKRs) process ensuring that OKR’s are fit for purpose and aligned to staff requirements.
• Provide regular training and guidance to Line Managers on employment policies and practices, acting as a sounding board and trusted advisor. 
• Plan and manage regular skills audits and assess suitable training solutions.
• Partner with the Finance team to update and manage payroll processes.
• Provide guidance on and management of the annual pay review process.
• Conduct an impact assessment and action to plan to ensure equality and diversity initiatives are central to all HR policies.
• Develop appropriate contracts of employment and Employee Handbooks.
• Monitor employment legislation developments in both the US and the UK, assess the impact and develop policies to maintain legal compliance.
• Provide direction on staff engagement and ensure engagement action plans are fulfilled.
• Management of part-time Receptionist. 
• Critically assess and develop policies in line with internal and external influences, particularly taking account of the international perspective.

 

 Key Competencies

• Open minded, transparent and apolitical.
• Growth oriented, dynamic, comfortable with a succeed or fail fast approach.
• Intelligent, capable of strategic, forward and lateral thinking. 
• A natural, energetic, optimistic and engaging leader (of the People function) as well a team-player.
• Flexible attitude towards company travel.
• A preference for in-person working.

 Skills & Experiences

Required

• Proven/previous work experience as a People Leader in a fast-moving software company.
• CIPD Level 7 or working towards Level 7.
• Excellent people management skills.
• Experience of a HR remit in both the UK and US.
• Full understanding of People and Talent functions and best practices.
• Experience of owning and managing an internal HRIS.
• Ability to build interpersonal relationships at all levels of the company.
• Successful delivery of an employee engagement action plan.

Preferred

• A strong background in talent acquisition with an emphasis on technical recruiting.
• Previous experience of working in a growth stage start-up business.
• Demonstrable ability to manage change projects from ideation through to completion.
• Experience of enhanced recruitment techniques e.g. personality profiling/aptitude testing.

Location and package  

The salary range will be between £75,000 to £100,000 dependant on qualifications and experience.  A performance related bonus will also be in place.

This role will be based is UK based with a preference for a Manchester or North West location. Hybrid working is in place with anticipated travel to the South Manchester office on a weekly basis.  

About POWWR

POWWR helps energy professionals sell and manage energy more efficiently by providing advanced platforms and simple solutions for suppliers and brokers. POWWR operates in both the US and UK markets. It is backed by over 12 years of retail energy broker and supplier experience, 65+ energy suppliers, 1,400+ registered brokers, and 1.68M+ quoted B2B transactions.