Engineering People Lead

Responsibilities:

• Communicate (make sure everyone hears the same story, act as a thermometer for peoples' feelings), engage with people and nurture an inclusive and safe environment, pay attention to peoples' success, well-being and interactions through regular monthly conversations (team meetings, 1:1s)
• Help/coach peoples' career development and professional aspirations through regular Personal Development Plan (PDP) discussions
• Collect helpful and contextual performance feedback from various stakeholders and deliver in a timely, regular and consistent fashion
• Run talent assessment and participate in the pay review cycle
• Serve as an escalation point and report issues to the Engineering People Lead Manager and People Operations (POps) Team as necessary
• Able to manage multiple stakeholders across varying levels of leadership and technical competencies
• Have an understanding and drive to improve and iterate on the employee lifecycle and People Strategy within the business, improving and refining processes, culture and behaviour alongside the Engineering People Lead Manager and POps team
• Manage the new joiners’ onboarding process alongside the POps team and participate in the optimisation of this process
• Capture training needs of the engineering team and ensure all the right parties are informed to be able to follow-through on the required steps
• Be able to develop and deliver training in a remote environment
• Participate in the people assignment of projects whilst carefully balancing the projects’ needs with the peoples' technical development aspirations

Required Experience:

• Working in distributed, complex and multifaceted environments and thriving at communicating with others
• Developing and delivering in house training
• Proven experience in managing (1:1’s) and developing people (PDP’s) in remote teams across multiple time zones within an engineering environment
• Collecting, filtering and delivering constructive timely feedback
• Strong communication-centric skills with an equal emphasis on listening as well as sharing information
• Coaching skills: taking an “Ask vs. Tell” approach
• Able to work with salary, development and other people-related issues sensitively and professionally
• Ability to lead, inspire and act in the best interest of both the individual and the company
• Able to adapt your leadership style to different cultures
• Experience working with technical minded people even if you are not technical yourself
• A willingness to learn and adapt to new technologies and systems including the use of Linux and various web systems and open source applications