Director of Talent
About the Job
Vision for our culture:
At the end of 2015, after too many years of financially scraping by and working in a discouraging atmosphere, we intentionally started down the long road of changing our culture.
We looked deep into our leadership team. We painstakingly replaced and expanded most of our senior ranks. We focused a ton of energy on building strong relationships. By growing close and becoming brutally honest with each other, we became a high performing leadership team. Near the end of 2017, we were frequently achieving goals and attracting better talent to the company at all levels.
Right now, on paper, our business is doing great. The majority of our operational KPIs are at or above record levels and, financially, we’re earning strong profit margins. We have a high enough flow of new business to guarantee strong growth for the foreseeable future. Our entire company is staffed with more “A Players” than ever before. We’re also neck-deep in deploying the Entrepreneur Operating System created by Gino Wickman with a well-recognized consultant.
Our “big, hairy, audacious goal” is to become a $100M company by 2028. We’re currently at $17M. Every economic and marketplace factor is lined up in our favor, and we have a jump start on our competition. We’ve developed superior technology and we have the means to advance at a faster rate.
There’s just one big piece missing. If we’re going to become a $100M company over the next 10 years, we must institutionalize a great business centered around a world-class culture.
This is where we desperately need the help of a seasoned and incredibly strong Human Resources professional. Our culture is getting better, but it still needs to grow a whole lot. The majority of our folks are engaged, growing, and bought in. Now we need to aim for 100% (no longer just the majority) and we need to make our culture even better for them.
We are dead-set on building a “world class culture” (the second part of our big, hairy, audacious goal is to become a “best places to work” company). We believe in being a company that gives every team member the opportunity to find fulfillment in his or her work. We want to offer 100% our workforce well-defined career paths, opportunities for engagement, meaningful education opportunities, competitive compensation, and challenges based on a universally embodied set of core values.
We have lofty goals that require someone in a senior leadership role who can be accountable for results. We are looking for an HR executive who can partner with the rest of the senior leadership team to systemize and strengthen people management strategies to better suit the workforce. This person will need to help hold all of us accountable to embody our values at all levels.
We believe that this is a critical role for our firm’s long-term success, and frankly, it’s the perfect time for the right person to join our team!
Thanks for your interest,
Almanac Technologies / Machol & Johannes
Director of Human Resources:
We are looking for a strategic HR Leader to join our team. This critical person will be a valuable member of our management committee and will be asked to guide the Talent strategy for our growing company. Major responsibilities include:
- Evaluate cultural needs and coordinate with executives to effect change.
- Effectively challenge our leaders including the CEO and COO.
- Partner with our leadership to ensure our company’s values are being embodied at all levels.
- Design, implement, and manage a career advancement program.
- Implement a global system for offering and publicizing internal recognition.
- Overhaul the global compensation and benefits plan, and keep it competitive.
- Manage and enhance the quarterly performance review system so that it drives growth (individual and company).
- Coach managers and executives to become strong leaders.
- Implement strong people management software.
- Pursue external education in order to maintain a strong knowledge of industry trends and employment legislation.
- Survey current and exiting employees, present findings and action plans to the firm’s executives.
- Manage compliance with federal, state and local legislation pertaining to all personnel matters.
- Communicate changes in personnel policies and procedures.
- Partner with ADP Total Source regarding HR management support and consult with ADP Total Sources legal counsel team, as needed.
- Frequently review and improve the organization's HR policies, procedures, and practices.
- Help managers execute on progressive disciplinary actions and other employee relations matters.
- Manage all personnel files, UI Claims, and any other employee claims.
- Collect and process terminations for ADP TotalSource.
- Manage all employee leaves of absences through collaboration with management and ADP Total Source.