Head of Human Resources

Location: Fully Remote (worldwide)

Target start date: Available immediately 

Application deadline: 6 December 2024

About the Organization:

Open Energy Transition is an all-remote non-profit organization dedicated to accelerating the global energy transition through innovative open-source energy planning solutions. We are a team of passionate individuals committed to creating a sustainable future by enabling accessible, effective, and transparent energy management tools. More info at our website.

Role Overview:

We are looking for a Head of Human Resources. The three currently live openings are all aimed at one single opening, so feel free to apply to any of the currently live openings for this position!

We are seeking an experienced and strategic Head of Human Resources to establish and lead our HR function in an all-remote environment. As the first HR professional in our organization, this role is crucial in building and optimizing our human resources infrastructure from the ground up. The ideal candidate will be responsible for creating a cohesive organizational culture, developing HR policies, and implementing strategies that support our fully distributed workforce and business objectives.

Key Skills:

• Building and leading a global multi-cultural team
• Agility and Flexibility: Ability to adapt to the fast pace and unpredictability of a startup
• Strategic Vision: Capable of balancing short-term needs with long-term people and culture strategies
• Empathy and People Skills: Strong emotional intelligence and a people-first approach to build trust and a positive culture
• Budgeting and forecasting of payroll and benefits costs
• Experience with key software and HR solutions: Greenhouse Recruitment, Remote.com, HubSpot, and others
• Data literacy: Ability to use people data for insights on hiring, retention, and performance

Key Responsibilities:

1. Talent Acquisition and Recruitment Strategy

    •    Developing and managing the hiring process to attract skilled employees who align with the company’s values and mission.
    •    Working closely with team leads and founders to understand talent needs and manage high-growth hiring.
    •    Building an employer brand to attract talent, which may include leveraging social media and networking in startup ecosystems.

2. Culture and Employee Experience

    •    Playing a key role in defining, implementing, and nurturing the company culture, which is critical in a small or young company.
    •    Creating initiatives for employee engagement and job satisfaction, ensuring people feel valued and invested in the company’s success.
    •    Ensuring diversity, equity, and inclusion (DEI) practices are integral to the culture and hiring processes.

3. Organizational Development and Structure

    •    Designing and refining the company’s organizational structure to allow for both immediate effectiveness and future scalability.
    •    Working with leadership to set and communicate organizational goals, ensuring alignment across teams.
    •    Implementing a performance management framework suited to the company’s growth stage and culture, typically less formalized but with clear feedback loops.

4. Learning and Development (L&D)

    •    Creating learning and development opportunities, often on a limited budget, to foster growth and skill-building for employees.
    •    Identifying training needs across the organization and organizing relevant workshops, mentorship programs, or external partnerships.

5. HR Operations and Compliance

    •    Setting up basic HR systems, policies, and processes to ensure smooth operations and compliance with UK employment laws.
    •    Handling employee relations and managing any potential conflicts or issues, ensuring a fair and transparent approach.
    •    Often managing payroll, benefits, and other HR-related administrative tasks until the team grows and more specialized roles can be added.

6. Compensation and Benefits Strategy

    •    Establishing fair and competitive compensation and benefits packages that work within a startup’s budget constraints.
    •    Implementing equity or stock options schemes, which are common in UK startups, to attract talent despite limited cash flow.

7. Strategic Planning and Business Partnership

    •    Acting as a strategic advisor to the founders and executives, offering input on workforce planning, scaling, and long-term growth.
    •    Providing data-driven insights on employee performance, turnover, and engagement to inform business decisions.
    •    Helping to drive change management when the company pivots or makes strategic adjustments, ensuring the team is aligned.