Interim Head of People (FTC)

We’re currently looking for an Interim Head of People on a 12-15 month FTC (maternity cover), with the overall purpose of ensuring that Founders Pledge has the right people, with the right skills, in the right structures, who uphold the right culture to help us achieve our organizational goals. We’ve recently expanded the size of our People Team (to 3!) and launched some new processes to improve our hiring, performance management and professional development. Reporting into our COO, you’ll embed these into the fabric of our organization. This role is a unique opportunity to lead a dynamic and agile function, to implement our new people strategy, develop a small but brilliant People Team and deliver exceptional employee experience for Founders Pledge. 

In this role, you’ll provide global leadership and expertise across the People space, including: organisational development, culture (high-performance culture), recruitment (led by the Senior Talent & People Partner), line management, performance assessment, employee relations, L&D, and compensation and benefits.

Specific responsibilities will include:
* Leading the People team, line managing one Senior HR/Recruitment generalist in the UK, who manages our HR/Recruitment generalist in the US.
* Partnering with senior members of the Founders Pledge management team to deliver first-class HR practices, existing processes and systems.
* Providing coaching and guidance across the org as needed, in particular to people managers, to enable strong and consistent ways of working. This includes supporting managers and staff to manage their workloads effectively.
* Being the point of contact for all employee relations including performance management.
* Leading the annual salary review for the organisation.
* Launching the newly developed professional development process for 2025.
* Delivering the content for the organisation's annual global offsite in conjunction with the COO and offsite planning team.
* Managing the annual performance review process in 2025 and supporting staff to carry out a successful, light-touch performance review this September.
* Managing the people budget - compensation and personnel costs. You’ll maintain the headcount model in order to enable financial forecasting based on hiring plans and headcount spend.