Associate Director of HR

We are hiring a Associate Director of Talent. Who will be a seasoned Talent Specialist to lead our operations and acquisition departments for global talent. This would be a combination of both strategic as well as operational role. This would entail overarching talent strategy, talent management, focusing on innovative recruitment strategies, comprehensive talent operations, adherence to legal and compliance standards among others. The successful candidate will oversee an existing team, ensuring alignment with the company's objectives and culture.

About thinkbridge

thinkbridge is how growth-stage companies can finally turn into tech disruptors. They get a new way there – with world-class technology strategy, development, maintenance, and data science all in one place. But solving technology problems like these involves a lot more than code. That's why we encourage think'ers to spend 80% of their time thinking through solutions and 20% coding them. With an average client tenure of 4+ years, you won't be hopping from project to project here – unless you want to. So, you really can get to know your clients and understand their challenges on a deeper level. At thinkbridge, you can expand your knowledge during work hours specifically reserved for learning. Or even transition to a completely different role in the organization. It's all about challenging yourself while you challenge small thinking.

thinkbridge is a place where you can:

1. Think bigger – because you have the time, opportunity, and support it takes to dig deeper and tackle larger issues.
2. Move faster – because you'll be working with experienced, helpful teams who can guide you through challenges, quickly resolve issues, and show you new ways to get things done.
3. Go further – because you have the opportunity to grow professionally, add new skills, and take on new responsibilities in an organization that takes a long-term view of every relationship.

What is expected of you?

As part of the job, you will be required to

Strategic Planning and Alignment:

• Oversee the implementation of talent strategies, ensuring alignment with organizational goals including multiple geographies and team spread across cultures and continents.
• Continuously evaluate strategy effectiveness and recommend improvements.
• Ensure talent initiatives are taken up in line with the organizational values and mission.
• Collaborate with senior leadership to develop and align talent strategies with overall business objectives.
• Utilize data analysis to inform strategic talent decisions.

Talent Acquisition:

• Implement a Just-in-Time hiring strategy to optimize workforce planning and reduce overhead costs.
• Craft and execute strategies to attract top talent from a global pool, leveraging international job platforms and partnerships with global professional associations.
• Manage end-to-end recruitment processes, enhancing candidate experience and ensuring diversity in hiring.
• Build strategy for near shore hiring specifically in Latin America including tools, compensations, branding and candidate experience.

Employee Engagement and Retention:

• Craft strategies to boost employee engagement and satisfaction.
• Implement recognition and reward programs to acknowledge employee contributions.
• Develop retention strategies by identifying turnover factors and cultivating a positive organizational culture tailored to both on-site and remote employee needs, focusing on inclusivity and accessibility.
• Proactively engage remote employees through regular virtual check-ins, online team-building activities, and digital recognition programs to maintain high morale and connectivity.
• Create and maintain a robust framework for addressing employee relations matters, ensuring that policies foster a positive work environment and are clearly communicated and consistently applied throughout the organization.

Performance Management:

• Strategically align performance goals with the broader organizational objectives, ensuring that individual contributions are directly linked to company success.
• Implement a data-driven approach to performance evaluations by integrating advanced analytics tools that measure key performance indicators and provide actionable insights.
• Conduct comprehensive performance reviews, providing employees with constructive feedback based on quantitative data and qualitative observations.
• Identify high performers through a systematic analysis of performance data, and devise targeted retention plans that include personalized career development opportunities.
• Address performance concerns by developing and implementing improvement plans. Utilize a coaching model to facilitate employee growth and improvement, and apply disciplinary measures when necessary based on a clear, analytical understanding of performance issues.

Talent Operations:

• Develop and implement comprehensive talent management policies that align with global standards and address the unique cultural dynamics of the organization.
• Lead the ongoing evaluation and redesign of talent management processes such as onboarding, training and development, data flow etc.
• Strategically design compensation and benefits plans that are competitive and equitable, reflecting both global best practices and local market conditions to attract and retain top talent.
• Ensure that all talent operations are compliant with relevant employment laws both locally and internationally, updating policies as necessary to reflect changes in legislation and best practices.
• Work collaboratively with international teams to ensure that HR policies support a cohesive and inclusive organizational culture across all geographies.
• Address employee relations matters and disputes in accordance with company policies and legal guidelines.

Talent Development and Training:

• Facilitate the design and strategic implementation of training programs to enhance employee skills and productivity, acting as a bridge between departmental needs and training execution.
• Assess training needs through performance evaluations and feedback mechanisms, coordinating with department leaders to ensure that training programs are tailored to specific skills and career development goals.
• Continuously evaluate the effectiveness of training programs, adapting strategies as needed to meet changing organizational demands.

Team Management and Development:

• Lead, mentor, and support the existing talent teams to enhance their skills and effectiveness.
• Foster a collaborative team environment that encourages continuous learning and development.
• Identify critical roles and create succession plans, evaluating internal talent for leadership potential.
• Implement strategies to nurture and develop future leaders, maintaining a talent pipeline for key positions through targeted development initiatives.

Analytics and Reporting:

• Develop and maintain a robust analytics framework to measure the effectiveness of talent processes and outcomes.
• Regularly report on key talent metrics to the senior management team to inform decision-making.
• Establish clear metrics for performance evaluation and implement regular check mechanisms for continuous improvement.
• Use data-driven insights to optimize recruitment strategies and improve employee retention and engagement.

If your beliefs resonate with these, you are looking at the right place

• Accountability – Finish what you started.
• Communication – Context-aware, proactive and clean communication.
• Outcome – High throughput.
• Quality – High-quality work and consistency.
• Ownership – Go beyond

Requirements

Must have skills:

• Extensive Experience: Candidates should bring a minimum of 10 years of experience in talent management in various roles demonstrating a track record of success in optimizing acquisition processes, enabling employee engagement and contributing to the achievement of talent goals in a software enterprise.
• Exceptional Organizational Skills: Very high organizational skills are essential for this role. The ideal candidate will have demonstrated the ability to manage complex projects, maintain meticulous attention to detail, and organize vast amounts of data. Must prioritize tasks, meet deadlines, and efficiently manage time is crucial for success.
• Analytical and Strategic Thinking: Ability to analyze data and market trends to make informed strategic decisions that align with the company's goals. Candidates should have a history of using insights to drive talent strategy and operations improvements.
• Collaboration and Leadership: Strong leadership skills and the ability to work collaboratively across departments are required. Candidates must have experience leading initiatives that improve acquisition efficiency and effectiveness, working closely with employees, leadership, product development, and customer service teams.
• Communication: Outstanding verbal and written communication skills are essential, with the ability to convey insights, strategies, and complex information clearly to a variety of stakeholders.
• Adaptability: The ideal candidate will thrive in a fast-paced environment, demonstrating flexibility and the ability to adapt to changing market conditions and company priorities.
• Technical Proficiency: Proficiency in various talent acquisition, and hrm, performance management systems, with a knack for leveraging technology to streamline hiring and talent operations and improve team performance.
• Problem-Solving: A proactive problem-solver who can identify challenges in the process and develop innovative solutions

Good to have:

• MBA or a master's degree in a relevant field such as Business Administration, HR & Talent Management
• Certifications in any talent management principle. SHRM-SCP, CCP, TMI would be an added benefit.
• HRMS - Zoho

Our Flagship Policies and Benefits:

• Remote First
• Flexible work hours
• No loss of pay for pre-approved leaves.
• Family Insurance
• Quarterly in-person Collaboration Week -WWW