Head of People and Talent
Tulip, the leader in frontline operations, is helping companies around the world equip their workforce with connected apps, leading to higher quality work, improved efficiency, and end-to-end traceability across operations. Companies of all sizes and across industries have implemented composable solutions with Tulip’s cloud-native, no-code platform to solve some of the most pressing challenges in operations: error-proofing processes and boosting productivity, capturing and analyzing real-time data, and continuous improvement.
A spinoff out of MIT, Tulip is headquartered in Somerville, MA, with offices in Germany and Hungary. Focused on composable, human-centric solutions for industrial environments, Tulip is disrupting the MES category and has been recognized as a World Economic Forum Global Innovator. Tulip has also been named one of Energage’s Top Workplaces USA and one of Built In Boston’s “Best Places to Work” and “Best Midsize Places to Work” for 2023.
The Head of People and Talent will be the driving force and ultimately accountable for all activities related to People (Organizational Design, Talent Acquisition, Employee Engagement/Retention, Employee Relations, Development, Compensation, Benefits, and more). This role will be a primary advisor and partner to the executive team and senior leadership team on people related strategy and issues, establishing and building People Operations and Talent Acquisition teams to scale with the needs of the business. A core responsibility of this role will be the strategy around team design and scaling out the full People Operations org and functions.
- Organizational Design and Development:
- 1) Talent strategy / org design: Develop talent strategies to support business deliverables and objectives. Forecast and outline future hiring needs by identifying critical gaps in skills and competencies to meet the future needs of the business. Support and develop medium to long term organizational strategy and org structure to align with business goals.
- 2) Talent structure: Maintain, improve, and drive adoption for job frameworks and architectural structure to increase employee engagement and drive clarity into nuanced performance expectations, career pathways, etc.
- Talent Acquisition (Recruiting): Drive recruiting activities within the organization and build strong Talent Acquisition capabilities (attraction, interviewing, positive candidate experience, decision-making influence, etc.) to meet the hiring needs of the business and align with budget. Identify critical recruiting metrics to improve (time-to-hire, quality of hires) and develop strategies to make progress. Evolve and mature the recruiting process to handle high volume, high quality recruiting. Collaborate with the People team on the feedback loop of people metrics (attrition, performance) into recruiting strategy.
- Talent/Performance Management: Establish long term performance and engagement strategy, including performance culture, process, systems, training and infrastructure, with a focus on the intersection of merit/compensation adjustment cycles. Work in close partnership with leadership and finance to ensure cost-viability and timelines.
- Technology, Systems & Infrastructure: Build a people / talent systems and technology strategy and operationalize. People and Talent stack is well defined and aligned with core KPIs and business objectives. Ongoing continuous improvement on integration and automation within the various technologies to achieve people outcomes.
- People / Talent Data, Reporting & Analytics: Build a people / talent data strategy and operationalize. This should define the core KPIs; build the infrastructure for achieving automated reporting and ongoing actionable insights; and establish the operating rhythms to partner effectively with the business and all key stakeholders and consumers of analytics from People team
- People-focused Coaching: Mentor leaders and managers on how to maximize engagement and productivity, while managing expectations and optimizing performance of employees through effective one-on-one meetings, and frequent conversations and interactions. Build a sustainable, scalable and best-in-class leadership training and coaching program.
- Learning & Development: Build a firm that is a learning organization, not an organization that does learning. Own the Learning & Development vision, mission, strategy, business plan, goals and resulting execution to implement dynamic learning systems that are integral to the success of the organization. Collaborate with Tulip leaders globally to achieve desired business results and to target and implement program improvements.
- Diversity Equity & Inclusion (DEI): Set the long-term vision and short/medium term strategic DEI objectives for Tulip in partnership with the executive leadership team and the DEI Council. Oversee the development and implementation of programs and services that promote DEI within Tulip, with a focus on deep integration (how DEI shows up in all things People, not just “separate DEI focused initiatives”). Own DEI data reporting and accountability to our goals.
- Compensation and Benefits: Drive total rewards philosophy and strategy to address having compensation and benefits that enables the attraction of key talent; Establish competitive and sustainable compensation structure using market data paired with internal benchmarks to ensure equitable and fair approach to hiring, promotions, internal mobility, and more.
- HR Operations: Oversee and scale day-to-day HR operations - from establishing infrastructure that is ready to scale to executing directly on activities such as onboarding and more (including HRIS, compliance, employee communications). Heavy emphasis on process building and automation, utilization of technology and systems to build a core infrastructure platform and minimize manual work. Own employee lifecycle experience and processes, from onboarding, assimilating into the team and culture; and lastly, employee exits.
- Culture: Be a culture champion and facilitator - integration of Tulip’s Operating Principles in all People programs and strategies. Tulip is a great place to work with highly performant, engaged and motivated people, in a connected community, marching towards an aligned vision for the business.
Working At Tulip:
We know even great candidates experience imposter syndrome. Even if you don’t match every requirement, applying gives you the opportunity to be considered.
We’re building a strong, diverse team that values hard work, families, and personal well-being. Benefits of working with us include:
- Direct impact on product and culture
- Company equity
- Competitive benefits package including Health, Dental, Vision, Short-term Disability, Long-term Disability, Life Insurance, AD&D Insurance, Flexible Spending Account (FSA), Commuter Benefits, Parental Leave, and 401(K)
- Flexible work schedule and unlimited vacation policy
- Virtual company events and happy hours
- Fitness subsidies
We are an equal opportunity employer. At Tulip, we celebrate all. Qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Help us build an inclusive community that will transform frontline operations.