VP Human Resources
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