Role Overview
As the Head of HR, you will lead Integrant’s mission to hire, develop, and retain top-performing, values-driven talent who can propel our business forward. Collaborating closely with the executive team, you will ensure that all HR practices—from talent acquisition to performance management—prioritize consistent, objective assessments and continuous improvement. This role encompasses oversight of Talent Acquisition, Performance Evaluation, Compensation & Benefits, and Employer Branding.
Key Responsibilities
- Strategic Talent Acquisition
- Develop a comprehensive strategy to build a thriving talent community that aligns with our business needs, fostering lasting engagement with top tech professionals.
- Implement an agile hiring process that enables quick final-stage recruitment, ensuring responsiveness to business demands.
- Partner with leadership to understand forecast and meet workforce needs, employing community-building strategies that support sustainable growth.
- Utilize AI and data analytics to enhance sourcing and screening accuracy, connecting with high-caliber talent aligned with our values.
- Set benchmarks for hiring quality, cultural fit, and candidate experience that reflect Integrant’s values.
2. Employer Branding & Candidate Experience
- Champion Integrant’s employer brand by creating compelling job descriptions, enhancing our online presence, and engaging actively with the tech community.
- Establish relationships with universities, professional organizations, and industry leaders to promote Integrant as an employer of choice.
- Develop programs to nurture potential hires, keeping them engaged and informed, while aligned with Integrant’s mission and values.
3. Onboarding & Cultural Integration
- Design structured onboarding programs that set new hires up for success and strengthen early engagement with Integrant’s values and mission.
- Drive initiatives to promote team cohesion and a collaborative culture, embedding Integrant’s “Ubuntu” philosophy.
- Ensure new hires receive comprehensive training on policies, procedures, and values to ensure smooth transitions.
4. Performance Management & Talent Quality Enhancement
- Develop systems to regularly assess the performance and alignment of team members with Integrant’s standards, fostering high-quality performance across the organization.
- Provide middle managers with tools, training, and guidelines for objective, consistent evaluations and coaching, empowering them to support high performers and address underperformance effectively.
- Create retention programs to reward and recognize high contributors, ensuring they remain engaged and committed to Integrant’s success.
5. Performance Management & Evaluation Enhancement
- Design and manage regular evaluation cycles to deliver timely, constructive feedback, emphasizing high performance and growth potential.
- Lead the development of assessment frameworks to track one-on-one meetings, feedback, and evaluations, ensuring consistency and transparency.
- Drive change management initiatives to foster a growth mindset within middle management, in partnership with the L&D Head.
- Establish a comprehensive auditing framework to ensure process adherence, set compliance standards, and promote continuous improvement.
6. Compensation & Benefits Strategy
- Develop a competitive compensation strategy aligned with market standards to support retention and reflect our commitment to employee success.
- Conduct salary benchmarking and compensation analysis to keep packages competitive. Track market benchmarks for salary, bonuses, and benefits, reporting on Integrant’s competitive positioning and the impact of compensation strategies on retention and employee satisfaction.
- Oversee policies on bonuses, incentives, and performance-based rewards that align with company objectives.
- Oversee the continuous improvement of bonus and reward cycles to recognize top performers and motivate continuous contributions.
7. Leadership Development & Process Optimization
- Act as a strategic advisor to the leadership team, providing insights on talent management and employee development.
- Continuously assess and optimize HR processes, integrating technology and AI to enhance efficiency and maintain agility.
- Lead the design of a performance management system that promotes growth, accountability, and success.
8. Data-Driven Recruitment, Performance Management & Reporting
- Track key metrics across all HR functions, including recruitment (time-to-fill, cost-per-hire, candidate conversion rates), employee engagement, turnover rates, performance management outcomes, and retention rates, to inform continuous improvements and strategic adjustments.
- Prepare detailed, regular reports for senior management, providing insights on recruitment effectiveness, workforce health, performance trends, employee satisfaction, and retention efforts. Include analysis of hiring quality, cultural fit, and alignment with Integrant’s values.
- Implement data-driven evaluations for performance management processes, reporting on metrics such as goal achievement rates, promotion readiness, and skill development progress to assess the effectiveness of training and leadership development programs.
- Leverage AI for Predictive Insights: Employ AI and analytics tools to forecast talent needs, optimize sourcing and screening, identify high-potential employees, and predict turnover risks, helping Integrant stay proactive in its HR strategies.
- Monitor and Optimize Evaluation Cycles and Bonus Programs: Use data to continuously improve assessment frameworks, evaluation cycles, and bonus programs, ensuring alignment with company goals and high performance standards.
