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VP Human Resources

| Austin

Mission: Build out a humanizing human resources department that enables Tenfold to build a mission driven culture that will allow the company to grow to $50m in the next 3 years while keeping the soul of the company in-tact. 

Outcome: Create an onboarding process that creates amazing first-impressions from new candidates and creates an environment of trust where friends want to refer friends. 

Outcome Measures

  • Create employee handbook and policies that will act as forward looking guide for items discussed in Tenfold Orientation.
  • Strong knowledge of labor laws and compliance regulations
  • Strong background in immigration process
  • Translating the corporation’s strategic and tactical business plans and programs into HR strategic and operational goals
  • Serving as senior internal consultant for employee related issues/concerns
  • Participating in the creation of training and development programs, along with succession planning efforts, to enhance knowledge and prepare employees for the continuing/future needs of the company
  • Creating performance management and compensation programs to provide incentives and rewards for effective performance
  • Establishing and implementing effective review processes
  • Ensuring company compliance with all federal, state and local laws related to employee benefits, compensation, employment and training
  • Developing policies and programs for effective management of the people resources of the company, i.e. employee relations, expense management, affirmative action, harassment prevention and career development
  • Providing Human Resources technical advice and knowledge to others within the company
  • Developing and evaluating benefits programs that motivate employees, and provide appropriate short and long-term health and welfare protection for employees.
  • Managing the budget and other financial measures of the Human Resources Department
  • Work with CEO and team on the Tenfold Values, Goals and Vision Mission Statement

 Competencies

  • HR operational excellence in support of the business strategy by recommending, creating and executing HR
  • This role is highly collaborative and requires the ability to partner with with all departments, teams colleagues and functional peers across the organization.

General Values and Capabilities

  • Builder – systems thinker
  • Employee obsession: constantly seeks to better his/her knowledge of the customer, their problems and challenges, how our solution fits (or doesn’t fit).
  • Intellectually curious

Outcome: Create a company quarterly planning framework that enables clear expectations from each department per quarter

Outcome Measures

  • Develop a process for creating quarterly company plans that allows bottoms up creation and clear goal setting per quarter.
  • Create a method of transparently communicating these quarterly plans to the rest of the organization.
  • Work with the CEO to experiment with different ways of establishing and reviewing these plans.

Competencies

  • Someone who has created plans and also been a part of those plans. An operator.
  • Experience working at different staffing levels to see what works for big teams and what works for small teams

General Values and Capabilities

  • Builder – systems thinker
  • Be experimental
  • Intellectually curious

Outcome: Build a regular company 360 degree review cycle for each employee – including the CEO that enables peer reviewed feedback of job performance with a mission for development 

Outcome Measures

  • Choose a framework/system for the 360 degree reviews
  • Develop a presentation and teach the company about what the process is and what it is used for

Competencies

  • Past creation of review process or been a part of a systematic review process

General Values and Capabilities

  • Builder – systems thinker
  • Learner – will adapt experience to new environment through learning terrain

Outcome: Create a high performing employee retention strategy

Outcome Measures

  • Create a pay meritocracy where people are paid for performance vs politics
  • Review compensation philosophy and ensure we are paying market rate when considering the salary and equity compensation.
  • Market Rate means we have a repository (printouts, spreadsheets, data) that show why the pay bands are what they are)
  • Develop clear journey map of how someone progresses from one department to the next or can move cross-functionally. There should be a clear path for moving up in the organization.

Competencies

  • Experience personally moving up through an organization

Outcome: Handle Ongoing People Issues

Outcome Measures

  • Handle day-to-day people issues/complaints
  • Key communication to CEO areas
  • Hiring
  • Performance Management
  • Offboarding

Competencies

  • Experience personally moving up through an organization

Competencies that are table stakes

  • B2B SaaS experience.
  • Has led teams through complex operational decisions.
  • Understands process and sees value in automation and efficiency

 General values and capabilities that are table stakes

  • Strategic thinker
  • Strong sense of urgency
  • Strong operationally-savvy problem solver
  • Bold
  • Innovative, out of the box thinker
  • High EQ
  • Self aware
  • Straight shooter
  • Entrepreneurial mindset
  • Hands on when called for
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