I am working with an exciting software business looking to super charge their people function. Having received backing via private equity earlier this year, the business is now in an exciting position for further growth. The current headcount is circa 400, operating across Europe with a physical presence in France, Germany, Spain and Norway. Up to now the business has operated with a decentralised model with a country GM in each location driving commercial (go to market). However, as they prepare for further growth the organisation will invest heavily in group functions such as HR and Finance as well as product/technology. This includes the launch of a new London HQ.
Reporting into the newly appointed CFO you will look to drive and shape the people agenda. This is a greenfield site with a lack of standardisation, so whilst there is a clear and ambitious roadmap for HR, the need to put in the fundamentals will be key. This will be underpinned by selecting and rolling out a new HRIS to drive a data and metrics approach to HR. You will have budget to build and shape a team. Whilst the role doesn't directly sit on the exec, you will be the clear lead for HR and will have regular access to the CEO, CFO and COO. In time there is the potential and ambition to elevate this role further.
To be considered for this role you will thrive in ambiguity and enjoy building central processes. You will need to get under the skin of the business, as such you will need to form strong relationships with the GMs and start to build a central HR tool kit to tackle performance and pay as well as tackling some of the bigger issues around talent and culture. The organisation will go through a considerable period of growth, which will be both organic and acquisition. Prior involvement on acquisition and integration work will be an advantage. You will need to be able to operate at both a tactical and strategic level.
The SR Group (UK) Limited is acting as an Employment Agency in relation to this vacancy.