Shaping 
Your Career 

Our client is looking for HRD.

HR Team Management

- Coaching & Mentoring: Provide guidance to all HR team members, especially Managers and Team Leaders, to build a strong, skilled, and credible HR team. Focus on developing competencies such as leadership, communication, and strategic thinking.

- Enhance HR Expertise Across the Group: Work closely with Group HR to contribute innovative ideas, time, and effort as a leader in improving HR competencies across all subsidiaries, ensuring consistent standards in HR practices.

Talent Management

- Workforce Planning: Collaborate with leadership to assess current and future talent needs, ensuring alignment with business goals. Use a competency-based approach to define the skills and abilities required for each role and create targeted recruitment strategies.

- Talent Acquisition: Lead the entire recruitment process, from sourcing to onboarding, using a competency-based hiring framework to attract candidates who not only fit the brand but also possess the required competencies for customer service excellence.

- Succession Planning: Identify high-potential employees and assess their competencies to build a talent pipeline. Develop competency-based development plans to ensure that key positions are covered by internal talent wherever possible, reducing the impact of turnover.

- Retention Strategies: Create programs that enhance employee retention by recognizing and rewarding employees' competencies. Develop competitive compensation structures and career paths focused on growing key skills and competencies.

Talent Development

- Learning & Development Programs: Design personalized learning programs that develop employees’ competencies in areas such as leadership, technical skills, and product knowledge. Incorporate both on-the-job training and structured learning to target specific competencies.

- Leadership Development: Develop programs that build leadership competencies for managers and supervisors, improving their ability to lead, mentor, and engage their teams effectively.

- Performance Management: Implement a competency-based performance management system that focuses on continuous feedback, skill development, and goal-setting to drive both individual and organizational growth.

- Mentorship & Coaching: Foster a culture of mentorship by connecting high-potential employees with senior leaders. Focus on building core competencies and sharing knowledge across departments to enhance skills and internal collaboration.

Organizational Development

- Culture & Engagement: Build a positive and inclusive company culture by designing strategies that focus on key competencies such as teamwork, adaptability, and innovation. Regularly assess employee engagement and use data to improve these competencies across the organization.

- Change Management: Lead HR efforts in managing organizational changes, focusing on developing employees' change management competencies to ensure smooth transitions during expansions or restructuring.

- Diversity & Inclusion: Develop programs that focus on inclusive hiring practices and fostering a diverse workforce. Ensure that competencies such as cultural awareness and empathy are embedded in the company culture.

- Workforce Optimization: Work with department heads to redesign roles and structures, ensuring the right competencies are in place to optimize productivity, collaboration, and innovation.

Data-Driven HR

- HR Systems: Oversee the implementation of Human Resource Management Systems (HRMS) to track employee competencies, performance, and development needs.

- HR Analytics: Use HR data to assess recruitment effectiveness, employee retention, and workforce productivity. Analyze competency gaps and use this information to refine recruitment and development strategies.

- Employee Feedback: Implement regular employee surveys to gather feedback on competency development, engagement levels, and areas for improvement. Use this data to enhance employee experiences and build the necessary competencies.

Total Rewards

- Compensation Planning: Develop competitive pay structures that reward the development and demonstration of key competencies, ensuring that employees are compensated for both performance and skill growth.

- Benefits Management: Design benefits programs that support the development of employees’ physical, emotional, and professional competencies, contributing to overall well-being and job satisfaction.

Employee Relations & Engagement

- Employee Engagement: Develop programs that foster engagement by recognizing and building key competencies within the workforce.

- Conflict Resolution: Address and resolve employee conflicts by focusing on communication and problem-solving competencies.

- Legal Compliance: Ensure all HR policies are compliant with local labor laws and Group HR governance, with a focus on competencies like ethical decision-making and regulatory knowledge. Keep up with legal changes and update policies as needed.

Our client is seeking a dynamic Chief Operating Officer (COO) to manage ongoing operations and implement strategic initiatives.

Overview: The Chief Operating Officer (COO) is responsible for managing ongoing operations and implementing strategic initiatives to achieve the company’s vision and goals. This role reports directly to the CEO and collaborates with the Board of Management and Board of Directors.

Key Responsibilities:

• Oversee internal operations, identifying areas for process improvement.

• Implement business strategies aligned with short- and long-term objectives.

• Manage operating budgets and financial reports to meet growth and profitability targets.

• Monitor performance metrics and take corrective actions as needed.

• Foster an inclusive culture that supports employee development and organizational goals.

• Build and maintain strong relationships with key stakeholders, customers, and partners.

How your skills and passion will come to life at Headspace:

• Own integration and formatting of key SEO article pages

• Support larger marketing initiatives that include but are not limited to: partnership landing pages, checkout flow landing pages, enterprise landing pages in various domains using Contentful and WebFlow

• Support marketing campaign launches by developing and launching optimized landing pages in Contentful

• Update existing landing pages to include SEO best practices site-wide

• Working with internal and external partners to gather requirements such as translations, copy, and assets as needed to build landing pages

• Analyzing and reporting on the effectiveness of our landing pages. You will then use this data to drive future landing page creation and propose optimizations to our templates based on past success

• Becoming a subject matter expert on our CMS, as well as suggesting incremental improvements to our current CMS structure Maintaining editorial governance so content is up-to-date, meets editorial standards, and is consistent with the Headspace brand

What You've Accomplished

• Minimum of 2 years of experience working on a web product

• Experience working with various stakeholders to gather landing page requirements

• Proven experience building and editing landing pages in a CMS; familiarity with Contentful and Webflow or a comparable content management system a plus

• Knowledge of SEO best practices, especially as it relates to on-page optimization

• Knowledge of basic design and UX principles a plus

• A good understanding of analytics and experience incorporating learnings into future landing page production.

• Experience with Google Analytics and/or Amplitude is a plus

• Strong project management, problem-solving, and analytical thinking skills

Self-starter who thrives in a fast-paced, agile culture—someone who embraces and leads through change and ambiguity

Pay

The hourly range for this role is determined by a number of factors, including but not limited to skills and scope required, relevant licensure and certifications, and unique relevant experience and job-related skills.

SMEVentures is the leading platform for search funds and entrepreneurship through acquisition (ETA) in Asia Pacific. We empower the growth and sustainability of small and medium-sized enterprises (SMEs) by bridging the gap between retiring business owners and the next generation of entrepreneurial talent. Our approach honours the legacy of SMEs while injecting innovative strategies for future growth and success.

The Role

You will be responsible for identifying and attracting exceptional talent for SMEVentures and our portfolio companies in Australia and New Zealand. Your main role will be to build a pool of exceptional talent from top business schools and companies who have the potential to successfully lead and operate an SME. You will also support the growth of our portfolio companies by identifying exceptional individuals across industries and seniority levels to support our CEOs. You will be an advocate for SMEVentures and the small businesses we work with, fostering relationships with potential candidates and showcasing the exciting career opportunities we offer.

Key Responsibilities

Build a pool of talented individuals who have the potential to successfully lead and operate an SME.
Conduct proactive research to identify and connect with potential candidates through various channels and platforms.
Develop and implement strategies to attract candidates who are not actively seeking new opportunities.
Review resumes, cover letters, and online profiles to assess a candidate's skills, experience, and qualifications.
Develop systems and processes to scale our ability to identify and attract top talent.
Stay up to date on industry trends, skill requirements, and talent pools for small business executives.

Director of Talent Acquisition
The Director of Talent Acquisition plays a pivotal role in driving business results by defining the strategy to hire bright minds, building a scalable operational model, and leading a high-performing team. This role currently has a team of six collaborative TA professionals, and it is growing!

The ideal candidate has an elevated level of emotional intelligence, displays servant leadership qualities, and actively creates an inclusive culture.

Location
This position offers a hybrid work schedule working from our downtown Chicago corporate office.

The Impact You Will Have
Provide leadership, guidance, and direction to the talent acquisition team, ensuring alignment with organizational goals and objectives.
Develop and execute comprehensive recruitment strategies to attract top-tier talent across all levels and functions within the organization.
Manage full-cycle recruitment processes for executive, senior leadership, and other roles as required.
Collaborate with hiring managers to understand staffing needs and develop tailored recruitment plans to meet those needs.
Continuously evaluate and streamline recruitment processes to enhance efficiency, effectiveness, and candidate experience.
Lead efforts to promote diversity, equity, and inclusion within the recruitment process and throughout the organization.
Educate, train, and equip hiring managers with the tools and resources necessary to effectively participate in the recruitment process.
Ensure a positive candidate experience throughout the recruitment process, from initial contact to offer acceptance.
Maintain clear key performance indicators (KPIs) for the team aligned with organizational objectives. Provide feedback, guidance, and support as needed to ensure goals are met or exceeded.
Prepare regular reports and presentations for senior leadership, highlighting recruitment metrics, trends, and insights.
Coach team members to enhance skills and foster professional growth.
Mentor and support team members by providing constructive feedback and recognition.
Promote a positive, inclusive workplace culture that encourages collaboration, innovation, and idea sharing.
Perform other related responsibilities as assigned.