Head of HR

Mission

The mission of the Head of HR & Talent at Scrambly is to lead and scale all people and talent functions - from hiring the right people to helping them grow.
This role combines strategic leadership and operational excellence: building high-quality recruitment processes, developing employees, maintaining strong culture, and aligning people strategy with business goals.
The Head of HR & Talent acts as both a strategic partner to leadership and a people manager who inspires and empowers their team.

Key Outcomes

1. HR & Talent Strategy

• Build and maintain the full Employee Lifecycle framework (Attraction → Exit).

• Develop and implement employee development and growth systems.

• Create clear HR policies and scalable processes (onboarding, reviews, communication).

• Lead a small HR/recruitment team — set goals, provide feedback, ensure alignment.
  
  

2. Recruitment & Employer Brand

• Build a consistent, scalable hiring process for all levels — from specialists to executives.

• Apply modern hiring methodologies and train managers to interview and evaluate talent effectively.

• Source high-quality candidates creatively and proactively, including passive talent, and build long-term relationships with top performers.

• Develop and maintain strong talent pipelines for key functions to support continuous growth.

• Use recruiting data to monitor funnel performance, improve hiring speed, and increase quality of hire.

• Strengthen Scrambly’s employer brand through internal storytelling, external visibility, and a clear EVP.

• Establish clear KPIs, workflows, and best practices to ensure efficient sourcing and interviewing across teams.

3. Employee Engagement & Retention

• Launch eNPS and establish a baseline above 60.

• Implement regular 1:1s and development discussions across teams.

• Build retention programs based on growth, recognition, and engagement.
  
  

4. Performance & Leadership Development

• Launch and run a unified performance review process.

• Coach managers on giving feedback and leading teams effectively.

• Create transparent goal-setting systems connected to company OKRs.
  
  

5. Culture & Collaboration

• Maintain a healthy, transparent, and feedback-oriented culture.

• Partner with leadership on org design and scaling decisions.

• Organize key company-wide engagement initiatives and rituals.
  
  

Competencies

Cultural & Leadership

1. Ownership: Takes full accountability for HR and recruitment results.

2. Team Leadership: Leads, motivates, and develops a small HR/recruiting team.

3. Integrity & Confidentiality: Earns trust through transparency and discretion.

4. Strategic Thinking: Connects people and talent initiatives to company growth.

5. Empathy & Emotional Intelligence: Builds trust and supports development of others.

6. Communication: Clear, concise, and persuasive communicator.

7. Creativity & Resourcefulness: Finds non-standard ways to attract and engage talent.

8. Proactivity: Anticipates hiring and cultural needs early.

9. Coaching Mindset: Helps managers lead better through guidance and feedback.

10. Adaptability: Thrives in a fast-paced, changing startup environment.
    
    

Operational & Technical

1. Recruitment Expertise: Strong understanding of hiring methodologies across levels.

2. Executive Hiring: Experienced in sourcing and closing senior candidates.

3. Employer Branding: Builds and promotes Scrambly’s image as a great place to work.

4. Performance Management: Designs and implements review processes.

5. HR Systems: Proficient in PeopleForce, Notion, Google Workspace, Slack.

6. Analytics: Uses data to track HR metrics and improve decision-making.

7. Employee Development: Designs learning and growth frameworks.

8. Process Optimization: Builds simple, repeatable, scalable HR workflows.

9. English Proficiency: Fluent written and spoken English (B2–C1).