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** Software Company HR Experience is required for this role. **
Turbonomic is the Worlds leading Application Resource Management (ARM) company assuring application performance across on-premise, multi-cloud, and cloud-native environments. We enable Application Performance thats scalable, proven and cost efficient.
At Turbo, weve invested nearly $200 million over 10 years to build the best real-time and continuous AI analytics solution that provides answers so accurate they can be executed automatically. Come see why more than 2,000 Turbo customers, including 26% of the Fortune 500, are using ARM to assure performance of their mission-critical business critical applications.
We are looking for a VP of HR, People Strategy who can help us maintain and scale our explosive growth in an industry with a 10 trillion-dollar market opportunity.
The Vice President of HR, People Strategy reports to Turbonomics Chief People Officer and will work closely with our business leaders as a critical and influential partner to develop and align all employees to near- and long-term business goals.
Based in our Boston headquarters, you will partner with Talent Acquisition and Total Rewards (payroll, benefits, etc.) and be responsible for learning and development programs; individual performance management and goal alignment processes and systems; organization effectiveness methodologies, tools, and solutions; culture and communications and talent management processes.
The successful candidate will be experienced, hands-on, practical, and a business-savvy and results-oriented leader with outstanding interpersonal and facilitation skills to provide leadership, coaching and practical, business-focused organizational consulting.
Build and implement processes, tools, and supporting infrastructure and training to drive employee performance.
Align performance management processes and tools to business priorities; enabling managers and leaders to drive performance and build individual, team, and organization capability.
Establish criteria and expectations for the evaluation of performance and capabilities. Continue to strengthen the process for evaluating performance; ensure decisions reflect objective criteria and that top performers are recognized and rewarded.
LEARNING & LEADERSHIP DEVELOPMENT
Establish development tools
Oversee succession planning and grooming paths
Create career development paths
Establish taxonomy and portal for learning
Emphasize closed loop learning to validate and demonstrate mastery through job activities
Sponsor and coordinate different learning methods (incl. self-study, group, external)
Curate Content (Turbo knowledge base)
CULTURE & COMMUNICATIONS
Evolve communications channels to continue fostering company-wide collaboration
Contribute to Colleague Portal
Culture baselining and reinforcement
Diversity, inclusion and empowerment
Develop Organization Structure
Clear, consistent roles
Create compensation leveling and banding
Create consistent job bands across company (mid-point market base and variable)
Triangulate internal bands, skill market, turbo history
Collaborate with Payroll and Benefits departments
Standardize and automate operations for flawless operation
Leverage technology for scale
Create a repository of secure personnel records
QUALIFICATION AND EXPERIENCE
- 10+ years in the human resources function with at least 4 in a management capacity.
- Tenure in a start-up or high growth environment is highly desired.
- Education Requirements: BS/BA required. MA or other advanced degree in organizational development, organizational effectiveness or related field a plus.
- Demonstrated success designing and implementing L&D, performance management, talent management and HR business partner strategies.
- Demonstrated business acumen and results-orientation.
- Solid understanding of HR practices, policies, and employment law.
- Excellent influencing skills and high level of Integrity
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