Director of Global Human Resources, Percona

• With a business partner mindset, the ideal candidate is self-motivated, diligent, and approachable—someone who thrives in ambiguity, embraces complexity, and ensures that HR remains a seamless, empowering experience for staff around the world
• Minimum BS/BA in business administration or related field
• Experience working for a globally distributed company with a large population in the United States
• Total HR experience of 8-12 years with at least 5 years in an HR management role and a couple years in a global capacity
• Proven HR systems experience
• Deep understanding of US employment compliance, with the ability to navigate and adapt to diverse non-US employment standards; comfortable managing global employment considerations at a high level
• Exceptional communication skills, both written and verbal
• Self-starter, highly organized, proactive, detail oriented, and capable of managing multiple simultaneous projects
• Exceptional leadership skills and effective cross-functional communicator
• Experience supporting employees in Canada, India, and various countries in Europe
• Global sensibilities
• Pride and ownership of meeting expectations
• Analytical
• Creative
• Adaptable, resourceful, able to work within ambiguity
• Creative and curious - find a better way
• Strong interpersonal skills - diplomatic, tactful, excitable but balanced
• Highly organized, dependable, and reliable

Desirable

• MANAGER: SVP, People & Culture
• DIRECT REPORT: HR Manager India, Learning & HR Business Partner, HR Business Partner
• At Percona, people are everything. The Director of Global HR plays a pivotal role in ensuring the seamless and efficient operation of our core human resources functions across a globally distributed workforce
• From onboarding to offboarding – and every stage in between – this role serves as a trusted advisor to staff, contractors, and managers at every level through Percona
• Reporting to the SVP of People & Culture and collaborating closely with Talent Acquisition and Learning & Development, the Director of Global HR must be a strategic partner who is globally minded, proactive, adaptable, and solutions-oriented
• Success in this role requires anticipating the evolving needs of a dynamic, globally distributed organization while developing and refining programs that drive efficiency, engagement, and compliance
• Establish and maintain trusted relationships throughout the organization in support of the business and the people experience - be a senior-level business partner whom others can depend on for timely, accurate, proactive, and impactful action and consultation – and manage a small team with the same ideals
• Serve as a trusted advisor to director-level leaders and above, demonstrating active listening, critical thinking, and a keen ability to distill complex issues into clear, synthesized insights
• Expertly navigate the complexities of HR decision-making, balancing the diverse needs, motivations, and agendas of multiple stakeholders – apply sound judgment, reason, and logic to resolve ambiguous situations while maintaining empathy and objectivity
• Provide thoughtful, well-balanced recommendations that foster collaboration and drive effective decision-making to the SVP of People & Culture and other leaders throughout the organization
• Anticipate the needs of organization by recommending and developing impactful HR programs that lead to a higher level of engagement, productivity, and personal and professional growth
• Project manage, refine, and be a senior HR leader for a variety of HR programs that positively impact the journey of our staff from onboarding to off-boarding and everything in between
• Navigate the complexities of global compliance with confidence, bringing a strong point of view informed by hands-on experience as a global HR generalist
• Oversee and coordinate daily operations of the core HR functions - benefits, policies, fielding staff relations, data management, comp/bonus guidance and changes, and staff communications
• Develop a ‘way to work’ that identifies areas of improvement that supports a growing and scaling business including discovering those things we shouldn’t be doing, partnering with other groups, and constantly finding a better more efficient way
• Be an active participant with the People & Culture leadership to create progressive and differentiated HR initiatives that support an integrated approach to talent management
• Effectively manage benefits administration in various countries from broker management to staff support including renewal project management, open enrollment, participant inquiry response, tracking, education, and participant administration
• Facilitate 401(k) investment committee and manage provider
• Develop and manage wellness programs - physical, emotional, and financial
• Drive the performance management program and ensure integration with compensation and learning & development initiatives
• Ensure HR systems effectively support the business including HRIS, payroll integration, benefits enrollment, leave management, and onboarding tools
• Own the HRIS workflows for all staff changes and create reports to support decision making and create insights
• Monitor changes in compliance and make proactive recommendations to the SVP of People & Culture to maintain internal policies and adjust internal practices while managing risk including global sensibilities
• As an HR expert, partner with internal constituents at all levels with an agile, curiosity, and development mindset to guide and facilitate staff relations leveraging a coaching skillset while also identifying gap patterns within leadership
• Partner with Talent Acquisition to support effective transition of people from candidate to staff
• Oversee and coordinate staff offboarding, continuing to respect all Perconians and to evaluate and mitigate any risk
• Monitor various people analytics dimensions to understand the staff lifecycle and staff engagement and proactively make recommendations using data as a backdrop
• Be an active participant of the HR communication strategy by suggesting proactive communication and effectively responding to current events
• Identify and suggest learning & development opportunities to elevate the people experience
• Embody and champion our culture and values to enhance the reputation that Percona is an amazing place to work
• Manage a small staff to coach, guide, and develop while balancing empowerment and accountability
• During emergent issues that arise globally, work closely with the SVP of People & Culture to strategize, develop, and implement an effective response plan