Human Resources Director
San Francisco Bay Area
Human Resources – NA & EMEA Business Group /
Full-time /
Hybrid
The North America & EMEA market is the strategic market for the company. The company will invest heavily in these regions and countries to harness growth opportunities in the database market. From the organization point of view, we will build a strong GTM organization, a self-sufficient R&D center, and other enabling functions as well to support the fast business growth. We need a local HR leader to work seamlessly with business leaders to build the organization. This role will be responsible for crafting and implementing the organization capability building strategy based on the business strategy and business plan.
Responsibilities
- Partnering with GM, product leader, R&D leader, design the strategy planning, QBR workshop, formulating the strategy, business plan, and building the team cohesiveness, morale during the process.
- We want someone to have a common understanding of the strategy and plan achieved, trust level, and relationships among the team members are strengthened.
- Develop the HR strategy and planning and update regularly, and ensure alignment with business strategy and planning.
- HR strategy and plans are aligned with business strategy.
- Provide the organization related support to support strategic initiative implementation, share personal network with business to help generate more leads.
- Review, assess the organization structure and job design of the regional group, drive change management on a need basis, ensure alignment with business strategy.
- The org design is aligned with business strategy and highly efficient.
- Work with business stakeholders and COE team members, optimize relevant HR teams, processes, policies to support business growth in the same time ensure compliance with local regulations.
- Identify the cross group collaboration bottleneck, and facilitate relevant parties to address it by R&R clarification, process optimization, and conflict resolution.
- Cross functional collaboration is smooth, major conflicts are found and solved.
Qualifications
- Develop the workforce planning, clarify the talent hiring needs with business leaders, and review on a regular basis.
- HC plans are aligned with strategy and budget requirements.
- Identify the hiring criteria, conduct the interview assessment, fulfill the vacancies by working with managers and TA team, and ensure successful landing of the new employees;Support managers to set clear and aligned performance goals, monitor the performance, review the performance, and adopt measures to improve performance, ensure the individual and team high performance.
- Work with our employees to improve individual and team performance.
- Assess talent development needs, and develop solutions to enhance talent capabilities.
- Key employee ability gaps are confirmed and filled.
- Provide consultation with leaders on person- position assignment based on understanding of the role requirement, and the employee competency, ensure right talent in the right position at the right time.
- Work with leaders to identify the measures to motivate,and incentivize the talent based on performance and potential, retain the right talent.
- Identify the mis-matched employees, design the performance improvement plans, drive the contract separation in case the plan doesn't work out, and solve labor disputes by working with lawyers and the legal department.
- Ensure core values are reinforced during talent hiring, performance management, and firing.
- All candidates are assessed by core values; core values are assessed by manager during performance evaluation; core value violation is identified and feedback is given to managers.
- Design culture programs and initiatives in line with business rhythm, such as kick off, all hands, key customer success case celebration, etc, to build the cohesiveness, belief, confidence of the employees.
- Investigate the organization atmosphere, identify the team morale status, understand key employees' situations, identify issues through all kinds of channels, feedback to leaders, and discuss solutions to improve.
- Critical issues related to employee motivation, employee-manager relationships, peer relationships are identified, discussed, and mitigated.
Requirements
- 10-15 years of working experience in the HR field.
- Working experience in enterprise software companies is required; experience in small startup companies is preferred.
- Ambitious, pursuing excellence, self driven.
- Great communication skills, self awareness, emotional intelligence, and natural intention to help people.
- Strong flexibility of working in a cross culture, cross timezone environment.
$165,000 - $225,000 a year
The annual anticipated base salary range for U.S. candidates for this role is USD 165K to $225K. The actual individual base pay will depend on various factors such as the complexity and responsibility of the role, work locations, job levels, and relevant experience and skills. This role is also eligible to participate in PingCAP's Bonus and Equity Plan, as well as our Sales Compensation Plan if it is a sales role. In order to comply with local legislation and provide greater transparency to candidates, we share base salary ranges on all US job postings regardless of desired hiring location. Please note that actual salaries may vary and fall outside of this range depending on factors such as a candidate's qualifications, geographic location, skills, experience, and competencies. Other benefits include health insurance, flexible vacation time, paid holidays, and parental leave. Salaries for candidates outside the U.S. will vary based on local compensation structures.
We encourage people from underrepresented groups to apply. Come advance with us! In keeping with our values, no employee or applicant will face discrimination/harassment based on: race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. PingCAP also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our organization. Whether blatant or hidden, barriers to success have no place at PingCAP.
