Head of People and Culture

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The Role

The Head of People and Culture is responsible for driving the vision, strategy, and execution of all people strategy, hiring, career planning, leadership development, and performance improvement functions globally. The role will play a pivotal role in shaping our company culture, attracting and retaining top experts in their fields, and fostering an environment that promotes employee engagement, well-being, and career satisfaction.

In light of these responsibilities, the Head of People and Culture identifies roles and skill sets required for executing the company’s business strategy, expands relevant teams by creating the right hiring processes, ensures that teams are composed with the right people for corresponding roles, creates a diverse and innovative company culture, supports personal development with training and learning initiatives and, establishes the company’s career plan guidelines.

As a leader, this role develops and implements a comprehensive culture strategy as a competitive advantage that aligns with the overall business plan, anticipates the future of work, and manages organisational change. This also includes driving initiatives that promote diversity, equity, and inclusion, and create a supportive and engaging culture that fosters employee engagement and well-being.

It is essential to understand business and industry trends, necessary regulations, and make informed decisions that positively impact the organisation and the stakeholders. One significant component of this is to take full responsibility for curating the right team for the organisation to achieve relevant business performance requirements.

The brightest minds in the world, prefer to work with the brightest minds, so this role creates a robust system to identify, attract, nurture, and hire subject matter experts on a global scale.

Technology landscape changes frequently. This role guides the organisation through change, including industry dynamics, technological advancements, macroeconomic parameters, mergers, acquisitions, and global expansion, by anticipating the impact of change on people and executing strategies for a smooth transition.

To ensure the company has the proper skills required, this role uses a data informed perspective to people leadership. On a regular basis, the head of people and culture gathers data, and finds insights to inform decisions about topics such as global expansion, team performance, organisational health, and the impact of ongoing culture initiatives. It is also part of the responsibilities to leverage technology and automation to improve the overall candidate and employee experience.

Fast growing organisations rely on developing leaders within the company. This role identifies and nurtures high-potential individuals, provides ongoing coaching and feedback, and creates leadership programs tailored to the organisation's unique needs.

Adaptability helps us be resilient. This role is responsibe for fostering a culture of open communication and collaboration that is able to adapt to changes autonomously with minimal guidance. The role takes ownership of listening to employee concerns, identifying process or capacity bottlenecks and addressing necessary issues.

Communication is vital for the success of this role which means articulating thoughts and ideas in a concise way through written language, including emails, blog posts, and company memos.

• Develop and implement a comprehensive culture strategy as a competitive advantage that aligns with our overall business plan, anticipates the future of work, and manages organisational change.

• Drive initiatives that promote diversity, equity, and inclusion, and create a supportive and engaging culture that fosters employee engagement and well-being.

• Understand business and industry trends, necessary regulations, and make informed decisions that positively impact the organisation.

• Take full responsibility for curating the right team for the organisation to achieve relevant business performance requirements. Create a robust system toIdentify, attract, nurture, and hire subject matter experts on a global scale.

• Guide the organisation through change, including industry dynamics, technological advancements, macroeconomic parameters, mergers, acquisitions, and global expansion, by anticipating the impact of change on people and executing strategies for a smooth transition.

• Leverage technology and automation improve the overall candidate and employee experience.

• Gather data, and find insights to inform decisions about global expansion, team performance, organisational health, and the impact of ongoing culture initiatives.

• Create a supportive and engaging employee experience, especially in remote and hybrid work models, and implement programs that promote well-being, work-life balance, and career satisfaction.

• Identify and nurture high-potential talent, provide ongoing coaching and feedback, and create leadership programs tailored to our organisation's unique needs.

• Foster a culture of open communication and collaboration that is able to adapt to changes autonomously with minimal guidance.

• Listen to employee concerns, identify process or capacity bottlenecks and address necessary issues.

• Articulate thoughts and ideas in a concise way through written language, including emails, blog posts, and company memos.

• Ten years or more experience in talent management, executive search, or relevant people and culture functions

• Five years or more proven experience in developing and executing a global people and culture strategy for a fast growing mobile media and SaaS organisation. Entrepreneurial background is a plus.

• Five years or more experience in technical recruitment and leadership recruitment internationally

• Five years or more experience in a people and culture leadership role managing hiring, onboarding, training, compensation, and performance functions

• Five years or more experience in implementing career development frameworks at an international technology company

• Proficiency in implementing applicant tracking systems from scratch such as Lever or Greenhouse

• Demonstrated skills in data analysis, data visualisation, and executive reporting experience is a plus

• Previous reporting, due diligence, and presentation experience in a similar role at a company that raised investmen funds from venture capital firms is a big plus

• Hands on experience in analysing skill gaps, gathering requirements and preparing training curriculums at a technology company

• Proven experience with designing employee onboarding workflows including people who join engineering, sales, marketing, product and, customer teams

• Masters degree in Organisational Development or Master of Business Administration

• Excellent communication skills with native level or equivalent in Turkish and English, additional knowledge of other European languages is preferred