VP People and Culture at Pula

The VP of People and Culture at Pula is far from the typical manager of the People Ops function. We believe our employees give us a competitive advantage and this role will aim to create innovative human resources services and programs that enable our people to develop, grow, and succeed. You must fulfil the role of a modern VP People and Culture within an innovative and dynamic InsureTech environment. 

One of the VP People and Culture's main responsibilities is to build a sustainable data driven talent acquisition engine inside Pula, to take advantage of a broad pipeline of opportunities in multiple geographies. 

As the VP People and Culture, you will shape the end-to-end talent acquisition and employee retention experience by delivering best-in-class people strategies including:

• A global talent acquisition function which delivers the best candidates in the market.
• World class on-boarding and learning and development programs.
• A performance management system that drives focus, transparency, and accountability by aligning individual performance contracts with business plans to enable the success of the business.
• A culture-driven organization

Recruitment & Onboarding 40%:

• Management of global TA operation and accountable for the targeted delivery and fulfilment of recruiting activities.
• Build a sustainable data-driven talent acquisition engine inside Pula, to achieve a pipeline of prospective candidates across multiple geographies, with a focus on enterprise sales teams.
• Craft talent acquisition strategies to build strong pipelines for future hiring needs.
• Define Pula’s Employee Value Proposition to attract candidates and ensure that the organization is recognised as an employer-of-choice in a competitive market. 
• Manage key supplier relationships with a focus on delivery and operating costs.
• Build strong relationships across all levels of the business, providing trusted and credible advice to managers regarding talent acquisition.
• Coach and develop the TA team to ensure successful outcomes in securing the best talent for the organization.
• Design and deliver a seamless onboarding process for new employees that includes training materials on company culture as well as systems for both HQ and country-based staff (e.g., how to use internal technology systems such as CRM, Task Management System etc). 
• Work with the Pula team to develop and deliver learning materials that brings new employees up to speed on the organization's goals and strategy, rules, internal processes, expectations, culture, etc.
• Deliver an effective offboarding process to understand why employees are exiting the business.

Learning & Development 20%:

• Establish and manage the Pula sales academy and certification program for the sales team. 
• Identify and manage a list of company-approved training providers to ensure quality programs are delivered to employees within a predetermined and acceptable cost framework.

Performance Management 20%: 

• Review existing performance management systems and effect improvements.
• Ensure individual goals are properly formulated, measurable and linked to company goals and objectives.
• Set and enforce quality standards and benchmark with respect to the new and existing talent in the business.
• Ensure the performance management system delivers a radically transparent meritocracy with clarity of who is doing well and who is not.
• Develop and implement succession planning strategies to deepen Pula leadership and manager bench.

Driving Culture and work environment, 20%:

• Work with Pula senior management team to define a range of culture programmes focused on fostering positive interpersonal engagement within the team and outside the work context.
• Define cadence for existing internal culture activities such as the “lunch and learn” program and provide actionable suggestions for strengthening employee engagement in these.
• Conduct and review existing staff feedback surveys and suggest improvements / best approaches to synthesize and respond to feedback.

Professional Attributes:

• Proven human capital leader with a minimum of 12+ years’ experience and with a firm understanding of best practices in recruitment, performance management and culture building.
• Previous experience with hiring in a start-up or fast-growth business with a focus on execution and delivery.
• Experience in an enterprise sales environment with direct involvement in recruitment and driving productivity of the sales team (preferred).
• Experience developing human capital systems and processes from scratch; from recruitment to daily activities to performance management.
• Experience in driving strategic recruitment initiatives and contributing to continuous improvement projects and strategy.
• Previous experience with hiring in a fast-paced and volume environment across all levels, as well as managing stakeholders up to executive level
• Track record in partnering with business leaders and key stakeholders to develop and execute talent strategy.
• Demonstrated previous experience with developing and building strong diverse talent networks and channels.
• Experience designing people and culture initiatives particularly in a fast-paced
• environment.
•  Ability to translate complex and challenging HR situations into detailed action plans for immediate implementation.
• No nonsense ‘get it done attitude’, quickly diagnosing HR issues, propose and execute solutions in a short amount of time.
• Ability to plan for and manage multiple projects with competing priorities simultaneously.
• Ability to use Google Drive Apps, Task Management Systems, and other productivity technology with ease.
• Fully comfortable with GSuite applications (Google Sheets, Google Docs, G-Slides etc.) and able to adapt to new systems easily (e.g., Asana, Slack, Jira, Metabase, KOAN)

Personal Attributes:

• It is crucial that this professional is hands-on, connects the dots, and gets things done;
• High energy, assertive and must know how to influence people and get the best out of the team in a constructive manner;
• Willing to speak up independently when there is a problem to be solved.
•  Ability to professionally and respectfully dissent, and logically debate challenges;
• Excels at operating in a fast pace, with ability to work under pressure;
• Ability to effectively prioritize and manage multiple projects;
• A transparent team player who is articulate, collaborative, tactful and able to deal effectively with people, and to influence effectively.
• Good communicator with the capability to inspire others and to develop the team.