IMPORTANT: We are looking for someone to relocate to Madrid!INTRO: As one of the largest entrepreneurship networks globally, Bridge for Billions creates, designs, and manages entrepreneurship programs with foundations, corporations, and public entities that have benefited more than 3,400 entrepreneurs in over 100 countries. Its objective is to facilitate access to entrepreneurial support for all types of entrepreneurs with a common purpose: to boost innovation that solves the problems that truly matter, generate economic growth, and create new decent job opportunities.Bridge for Billions, recognized by Forbes 30 Under 30, Ashoka, and Acumen, has worked with more than 100 organizations such as Coca-Cola, Accenture, and BMW, and institutions such as the United Nations in the development of entrepreneurship programs that support diverse entrepreneurs in creating innovative solutions for today's most pressing issues. In 7 years, Bridge has grown to a team of more than 50 people from 15 nationalities, with headquarters in Madrid, where most of our team is based; an emerging LatAm HQ in Antigua, Guatemala, with a few team members; and a few people based in different places around the world.TASKSJOB MISSION: You will be leading the People & Culture area in a fast-growing social enterprise! Your key mission will be to establish the foundations of the People & Culture Area at Bridge for Billions. This Area will help our people and culture to grow through strategizing, hiring, onboarding, nurturing, and setting up processes. We are convinced that a healthy, fulfilled, and productive team directly translates into having a higher impact in the entrepreneurship ecosystem. You will work closely with the leadership team and all of the company to ensure just that.We are looking for an HR generalist who has previous experience in startups and can handle a lot of hiring at times, as well as have a seat at the leadership table, design organograms, work on nurturing leadership hand in hand with team leads, avoid stagnation, and set up people processes that will help us grow. We are looking for someone who is not afraid to see their role evolve frequently.ROLES AND CONTRIBUTIONSGrowth and Development (30% time)Work with the leadership team to review the current career development model.Create and implement personal development plans for each person in the team.Create systems for performance management: how to nurture top talent, manage underperformance, and train all team members to use them.Have regular "team health" check-ins with each Area's lead to understand how that team is doing and what they need.Plan learning space based on identified needs (examples: workshops either done in-house or through finding a consultant or facilitator if needed).Develop and implement retention plans for all members across the organization.People & Culture management (30% time)Lead organizational changes within the team and keep refining our management model inspired by teal, holacracy, agile & more.Report on key People & Culture metrics monthly.Advise and coach team leads in complex people situations as well as off-boarding or sunsetting processes.Receive feedback from the team and keep a pulse on cultural issues that may be brewing.Catch possible tactical misalignments within the company and raise them.Accompany the teams to share good practices in the management of teams, projects, etc.Follow-up continuously on employees' level of satisfaction and wellbeing within Bridge for Billions.Design and implement a clear off-boarding process for people leaving Bridge. Perform exit interviews to get insights into areas that need more attention.Create a system and manage performance bonus.Operations & Processes (30% time)Contribute to define and scale the management model, meetings, communication spaces, and other rituals.Create a company handbook that outlines the policies and processes in use at Bridge for Billions.Integrate an HR software to manage all people processes.Create and manage the budget for People-related events, training, and general needs in relation to the financial health of the company.Organize all People-related documentation (contracts, invoices of external providers, etc.).Talent Acquisition & Onboarding (10% time)Hold accountable the Talent Acquisition Manager for the definition of the hiring need to the job definition and organogram design, until the onboarding process.Employer branding: work with the marketing area to improve our employer branding via different strategies, harmonize all offers and communicate our culture throughout the recruiting process.Design and implement a new onboarding process, ensuring that new team members...
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