People Director - Level Shoes

About the Company

Responsibilities

• ● In this role you will own the People and Culture strategy for Level Shoes on a global scale, ensuring the organisation has the leadership, capability, structure and culture required to deliver the growth and diversification ambitions. Drive the talent, performance and change agenda that gets it there.
• ● Act as the CEO's and Level leadership closest partner and most honest challenger on every decision that involves people.
• ● People strategy and Business Partnering
• ● Translate Level's commercial strategy into a people strategy with clear priorities, milestones and measures, and own its delivery.
• ● Act as trusted advisor and challenger to the CEO and the leadership team on all people, organisation and culture matters. Contribute to commercial decisions - not only to the people consequences of them.
• ● Talent, Succession and Workforce Planning
• ● Build the workforce plan for the business including the roles, capabilities and numbers required over the short and long term, aligned to the business ambitions and expansion plans.
• ● Own talent identification, assessment, development as well as the succession for all leadership and critical roles.
• ● Drive the hiring of senior and business-critical roles in partnership with Group Talent Acquisition and executive search (when needed) and hold quality-of-hire to a world class standard.
• ● Design and sponsor the development of talent. Build visible career paths for the team and make internal mobility real rather than aspirational.
• ● Own the people cost line and strategic budgeting for the business in partnership with Finance and Commercial heads.
• ● Performance Management and Reward Partnering
• ● Own the performance management agenda for the division: goal setting aligned to commercial targets, honest performance dialogue, calibration and consequence - both for the strong and the underperforming; ensure to keep reputation of Level Shoes as a high performing team and talent incubator.
• ● Partner with Group Rewards on the reward and incentive architecture for the division, ensuring that pay, grading and benefits remain externally competitive and internally coherent and that store and head office incentives drive the right behaviours and support omnichannel rather than channel conflict.
• ● Organisation Design and Effectiveness
• ● Lead organisation design and effectiveness across the division globally (structures, spans, layers, role clarity, ways of working, etc.), sized for where the business is heading; continuousely and proactively evaluating evolving capability and structural requirements in line with the business strategy.
• ● Ensure to build and optimize global vs. HQ ways of working, structures, and accountabilities especially between the US and HQ in UAE.
• ● Change Management and Transformation
• ● Lead the people side of major changes such as markets' expansion, private label growth, the omnichannel / digital transformation, new systems' implementations and any restructuring.
• ● Build the change capability of the leadership team, and ensure change is communicated, sequenced and landed rather than announced.

Requirements

• ● What you'll need to succeed
• ● -15 years in HR, with substantial time as a senior business partner to executive leadership.
• ● Stays ahead of global and regional competitor/industry trends across retail, ecommerce, tech, private label, creative/marketing, and logistics to continuously provide strategic people advice that provides competitive advantage opportunities.
• ● Proven track record in organisation design, workforce planning and leading change through periods of rapid growth.
• ● Hands-on experience building talent, succession and leadership development agendas.
• ● Strong commercial acumen, reading a P&L, framing people decisions in business terms and advising / challenging the leadership team when needed.
• ● Strategic ability and innovative mindset are crucial; ability to connect over-arching people strategy to short and medium-term business strategy/vision
• ● Strong on data, able to build and use people analytics to make decisions.
• ● Skilled coach to senior leaders, with the judgement to know when to support and when to challenge.
• ● Highly independent and willing to take an unpopular position with a strong commercial leadership team.
• ● High personal credibility and discretion; trusted with sensitive matters at the top of the business.
• ● Degree in HR, Business, or a related field. Masters' degree, CIPD, or equivalent professional qualification are a plus.