Mobile technology is revolutionizing how organizations engage with their end users. More than 96% of the world’s population has access to a mobile phone, meaning it is now possible to reach nearly every single person on the planet. Yet 3 billion people living in emerging markets still lack access to relevant, timely, and engaging information in their local languages, and their voices remain underheard. The organizations that serve them lack the technology and capacity to reach them, and many are unaware of the power of mobile technology to meet their organizational goals.
Viamo connects individuals and organisations using digital technology to make better decisions.
With more than 30 million people reached in 2020 alone, we are well on our way to meeting our goal of reaching 50 million people annually by 2023.
About the role
In this head of position, reporting directly to the CEO, you will lead a 7-person HR function that supports 300+ employees globally. You will be accountable for overseeing the global development and execution of a value-adding human capital strategy in support of our overall mission, vision, business strategy, and core values – including but not limited to talent acquisition and retention, talent development, compensation strategy, employee benefits administration, employee communications, performance management strategy and practices, workforce planning, succession planning, culture, wellness programs, diversity & inclusion, generalist HR support, and HR systems. You will also enable people, process and technology that creates organizational efficiencies through automation, establish and track business metrics, analytics, and KPIs that drive decision support and show value creation. This is an extraordinary opportunity for an executive who is inspired by our mission.
Core profile: alignment with one of these two core profiles is required.
Head human resources officer experience for an organization or business unit: A strategic, visionary, people leader, and an advocate of an organization’s HR function. Demonstrated history of leading, developing, and executing human resource strategy in support of the overall business plan and strategic direction of the organization,
Significant human resources functional leadership: A seasoned HR professional that has led core aspects of the human resources function and is ready now for promotion to the head of HR level. A senior leader that has been in charge of a broad scope of human resources-related activities specifically in the areas of leadership development, career management, succession planning, organizational and performance management, training, and organizational development, workforce planning, talent acquisition, compensation, and change management.
Differentiators: these will set you apart in our selection process.
Structuring the HR organization – Experience setting up, maturing, and scaling a high-performance human resources function. Track record of creating and implementing policies, procedures, and best practices. Ability to build and deliver a top-notch employee experience that creates long term value for the company.
HR transformation leadership – Leads and champions change that positions human resources as a business partner in the organization; ensures all people-related initiatives align with business goals and objectives. Develops a future state vision, then establishes goals and objectives, communicates the strategy, executes action plans, and measures progress. Strong people management skills with a demonstrated ability to communicate, motivative, and align employees across all levels of the organization.
Core HR function knowledge – Deep experience enabling core HR function capabilities that strengthen organizational leadership, performance, and business outcomes. Experience leading successful initiatives within leadership development inclusive of coaching, mentoring, career management, and performance management. Significant experience leading compensation, benefits, and total rewards programs that drive employee engagement globally.
Talent management best practices – Proactively collaborates with business leaders across the organization to develop and embed smart talent management plans and programs that address current and future business needs. Continuously conducts organizational talent assessments and develops strategies that support the assessment, identification, and development of high potential employees. Plans and leads general employee development, training, readiness, career development programs, and succession planning.
Significant cross-cultural agility and inclusive leadership – Serve as a subject matter expert to colleagues to increase DEI globally. Deep experience within a variety of global and multi-cultural environments as demonstrated by work experience or language skills (French preferred not required); most importantly compassion and appreciation for a wide variety of cultures, experience influencing and coaching highly diverse teams.
Global / multinational work experience – Accustomed to working with remote teams, including building deep, enjoyable long-distance work relationships globally. International work experience, technically savvy and comfortable using collaboration tools and technologies to interact with cross-functional teams globally.
Organizes, directs, evaluates, and improves the organization's global human resource function.
Participates in the development of the company's plans and programs as a strategic partner but particularly from the perspective of the impact on people.
Translates the organization’s business plans into HR-specific action plans, then leads execution.
Oversees, develops, and implements a comprehensive Diversity, Equity, and Inclusion (DEI) strategy to promote a diverse, equitable & inclusive workplace that attracts and retains the very best talent from across the globe.
Leads the organization’s talent management strategy development and works directly with the senior leadership team to build the capabilities and processes needed to support the strategy.
Directs corporate-wide talent management and succession planning processes, in addition to identifying capability gaps, and building plans to improve bench talent.
Works closely with executives and senior leadership to identify leadership gaps, then design and deliver executive development programs to build leadership capability, which can include 360º feedback, competency models, and other leadership standards.
Acts as a trusted advisor and consultant for employees and leaders, while also taking a thoughtful and creative approach to identifying solutions that align with the company’s people philosophy and work environment.
Navigates a highly distributed global work environment to ensure success in implementing programs while recognizing regional / local best practices.
Ensures compliance within each country in which the company operates; this includes but is not limited to federal, state, and local regulations within the United States, Canada, Asia, Africa, UK, and other countries.
Provides guidance on best practices to the business teams on employee relations.
Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
Assesses the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets.
Oversees the health of corporate culture, protecting the positive contributions and identifying issues that hold the company back.
Enhances and/or develop, implement, and ensure accountability for human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the company. In particular, manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the company.
Coordinates activities, programs, and strategic HR plans throughout the company. Provide technical advice and knowledge to others within the human resources discipline.
Improves the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization. Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.
Evaluates the human resource division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals.
Manages the budget and other financial measures of the Human Resources Department.
Leads change management efforts as they relate to human capital initiatives.
Key areas of focus
Implements programs that help ensure the company has high-performing leaders.
Implements programs that help managers monitor and evaluate employee’s work that create an environment where people can perform to the best of their abilities and produce the highest quality work most efficiently and effectively.
Implements programs and initiatives that foster career growth, and talent mobility with the company.
Skills assessment & transferability, career planning & development, professional & management tracks, employee brand, coaching / mentoring / talent mobility.
Succession Management / Planning
Implements programs that identify, nurture, develop, and train new leaders for future requirements or replacement of the existing leaders in an effort to continue the trend of dependable leadership in the organization.
Talent profiles, assessment & calibration, HiPo identification, talent reviews, talent pool management, and talent mobility.
Learning & Capability Development
Implements programs to align employee goals and performance with that of the organizations.
Identifies skill gaps among employees and teams then develops and delivers training to bridge those gaps.
Implements programs and reward strategies that bring together all the investments an organization makes in its workforce (e.g. pay, pensions and learning and development), with everything employees value in working for an organization, such as flexible working and career opportunities.
Bachelor’s degree in human resources, organizational leadership, or other business focused degree;
Typically, 10 - 15+ years of total experience and progressive career growth within highly diverse, global, scaling organizations.
Minimum of 5, ideally 7 or more, years of experience providing executive leadership, management, and oversight of human resources teams larger than 5 (Direct & Indirect).
Minimum of 3, ideally 5 or more, years of experience working with remote teams, including building deep, enjoyable long-distance work relationships with teams located across multiple time zones globally.
Ability to manage execution of long-term and complex projects by delegating, planning, prioritizing, and optimizing systems.
Skill to build networks, formally and informally across a range of stakeholders.
Experience identifying, defining, implementing, and monitoring metrics and KPIs related to human resource function performance and success; tracks data on an ongoing basis and makes objective data-driven decisions.
Previous experience or demonstrated ability to implement leadership development, performance management, career management, and compensation, benefits, and total rewards programs.
Cross-cultural agility to collaborate with a wide variety of stakeholders from an extreme diversity of backgrounds, across the globe.
Preferably has experience working within the technology software or services industry.
MBA and HR specific certifications such as SPHR or other globally recognized HR certifications are highly desirable.
Human resources-related experience (or business leader experience) including 5-10 years of experience in areas such as, talent management, performance management, learning and development, compensation, benefits, employee rewards, and employee relations is desirable.
French language skills are desirable, but not required.
Viamo is an Equal Opportunity Employer. We value diversity and encourage applications from all candidates. We believe that diverse perspectives help our teams to create innovative solutions and understand our global clients' needs. In alignment with our values, we are committed to recruiting and retaining a diverse global workforce without discrimination.