Head of People

The Team & Environment

• Reporting Line: You will report to Michelle Davies, VP Operations. You will manage our People and Culture Manager, Anastasia.
• Team Dynamics: You will work closely with the VP Operations and wider Leadership teams.
• Cross-Team Collaboration: You will regularly interact with the wider company.
• Hybrid Flexibility: We’d like you to come into the office at least two days a week - we are flexible on which days. This role is only open to those commutable to London.

About the role

The Head of People plays a pivotal role in driving the people strategy within Greyparrot. This role is instrumental in fostering a culture that encourages employees to embody our company values, and increase employee satisfaction and operational efficiency. The Head of People oversees all aspects of talent acquisition, onboarding and engagement, development, performance management, succession planning and workforce planning.

Key Responsibilities

Strategic Leadership:

• Collaborate with the VP Ops and CEO to evolve and implement people strategies that support the company's mission, vision, and business objectives.
• Provide strategic guidance and ‘business partner’ style input on all matters related to people operations, including workforce planning, talent management, and organisational design.
• Drive initiatives to enhance employee engagement, retention, and performance across the organisation. This includes:
• Performance management end-to-end: goal-setting cadence, review cycles, calibration, feedback culture, underperformance handling.
• Manager capability: practical training, coaching and tooling so managers have the tools and support they need to lead their teams.

Talent Acquisition and Management:

• Lead the development and execution of talent acquisition strategies to attract, recruit, and retain top talent.
• Oversee the design and implementation of effective onboarding, training, and development programs to foster employee growth and career advancement.
• Champion diversity, equity, and inclusion initiatives to create a supportive and inclusive work environment.
• Conduct all screening calls for new roles

Employee Relations and Culture:

• Serve as a champion of employee wellbeing, ensuring policies and programs support work-life balance and employee satisfaction.
• Address employee relations issues effectively and in compliance with relevant laws and regulations.
• Stewarding and evolving the culture framework - making our values (Customer Champion, Impact, Agility, Integrity, Curiosity) visible in how we hire, manage, recognise and develop people.
• Translating frameworks into behaviours, rituals and decision-making frameworks managers actually use - not posters on a wall.
• Owning the cadence of culture work: shout-outs, recognition, listening, all-hands rhythm, onboarding-into-culture.

Organisational Effectiveness:

• Partner with cross-functional teams to assess organizational needs and implement solutions that enhance operational efficiency and effectiveness.
• Drive continuous improvement efforts to streamline HR processes and enhance the employee experience.
• Ensure compliance with all relevant employment laws, regulations, and industry standards.

Leadership Development:

• Provide leadership and guidance to the people ops team, fostering a high-performance culture and a collaborative work environment.
• Employee listening loops - surveys are the easy bit; the value is closing the loop visibly. Curiosity in practice: treating feedback as a catalyst for change.
• Scaling the function in line with Agility - building structure where there isn’t any, and being intentional about what we keep, drop and evolve as we grow.
• Company culture ambassador - being an example of our company values and requiring that of others in the day-to-day
• Hold employees accountable for upholding the company's values and ethical standards in their day-to-day work.