Team Leader, Human Resources and Talent Acquisition

Introducing iSOCRATES

iSOCRATES advises on and manages data-driven, mission-critical MAdTech platforms, technologies and processes as the Global Leader in Programmatic Resource Planning and Execution™ serving publishers, marketers, agencies, and enablers.

iSOCRATES meets the needs of the multi-billion dollar MAdTech industry (Marketing Technology plus Advertising Technology) by providing a unique combination of automation and operations technologies and solutions to both supply-side and demand-side partners in the U.S. and globally.

The Company has two lines of business:

• Consulting (Strategy and Operations)
• Managed Services (Managed Service Platforms and Business Process Outsourcing)

iSOCRATES offers these MAdTech solutions:

• Media Trading and Ad Operations
• Marketing Automation, Email, Search, and Social
• Creative Services
• Google, Salesforce, Adobe, Xandr (AppNexus), Amazon, Sisense, and Zeta Practices
• Business Intelligence, Reporting and Analytics, including MAdTechBI™
• Data Science and Engineering
• Data Onboarding/Modeling/Activation
• Administrative Services

The firm is staffed with its own proven technology-enabled marketing and advertising platform specialists 24/7/365 at its own wholly-owned global delivery center in Mysuru, Karnataka, India and with its expert partner-facing Partner Success team based in St. Petersburg, Florida, U.S.A.

Partners save money and time, achieving transparent, accountable performance while receiving extraordinary value. Savings stem from a low-cost, focused global delivery model at scale that benefits from continuous re-investment in technology and specialized training.

The firm is owned by its employees and is headquartered in Saint Petersburg, Florida, U.S.A.

Job Description

The Team Leader, HR & TA guides and manages the overall provision of Human Resources services, policies & programs, and Recruitment at iSOCRATES MAdTech Private Limited. The major areas include:

• Recruiting and staffing
• Organizational departmental planning
• Performance management and improvement systems
• Organization development
• Employment and compliance with regulatory concerns regarding employees
• Employee onboarding, development, needs assessment, and training
• Policy development and documentation
• Employee relations
• Company-wide committee facilitation
• Company employee and community communication
• Compensation and benefits administration
• Employee safety, welfare, wellness, and health
• Charitable giving
• Employee services and counseling

The Team Leader, Human Resources originates and leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment and the recruitment and ongoing development of a superior workforce.

The Team Leader, Human Resources is responsible for the development of processes and metrics that support the achievement of the organization’s business goals.

The Team Leader, Human Resources coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the Director, Global Delivery; and assists and advises company executives about Human Resources issues.

Responsibilities of the Team Leader, Human Resources

• Depending on the organization, the Team Leader, Human Resources may or may not have responsibility for community relations, philanthropic giving, company community sports team and event sponsoring, space planning, benefits review, and administration
• Depending upon the needs of the organization, such responsibilities may be carried out by the finance department, facilities department, marketing and public relations and/or administration
• No matter which department bears the leadership responsibility for the function, the Human Resources Team Leader is closely involved in decisions, implementation and review

Thus, responsibilities of the Team Leader, Human Resources may include the following

• Development of the Human Resources Department
• Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems
• Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration
• Selects and supervises Human Resources consultants, attorneys and training specialists and coordinates company use of insurance brokers, insurance carriers, pension administrators and other outside sources
• Conducts a continuing study of all Human Resources policies, programs and practices to keep management informed of new developments
• Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning
• Establishes HR departmental measurements that support the accomplishment of the company’s strategic goals
• Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
• Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company
• Participates in executive, management, and company staff meetings and attends other meetings and seminars
• With the CEO, COO, Director and community relations group, plans the company’s philanthropic and charitable giving

Training and Development

• Coordinates all training programs and assigns the authority/responsibility of Human Resources and executives within those programs. Provides necessary education and materials to executives and employees including workshops, manuals, employee handbooks, and standardized reports
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers
• Assists executives with the selection and contracting of external training programs and consultants
• Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce
• Interviews management and executive position candidates; serves as part of the interview team for position finalists
• Chairs any employee selection committees or meetings

Compensation

• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff
• Monitors all pay practices and systems for effectiveness and cost containment
• Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products

Benefits

• With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings
• Leads the development of benefit orientations and other benefits training for employees and their families
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention

Organization Development

• Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use
• Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management
• Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction
• Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization
• Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees
• Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level
• The Human Resources Tram Leader assumes other responsibilities as assigned by the Director, Global Delivery/CEO/COO

Team Leader, Human Resources Job Requirements

• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development
• Better than average written and spoken communication skills
• Outstanding interpersonal relationship building and employee coaching skills
• Demonstrated ability to lead and develop HR department staff members
• Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS)
• General knowledge of various employment laws and practices and experience working with a corporate employment law attorney
• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes
• Evidence of the ability to practice and coach organization executives in the practice of a high level of confidentiality
• Excellent organizational management skills
• Education and Experience Required for the Human Resources Team Leader Job
• Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, or Organization Development
• A minimum of seven years of progressive leadership experience in Human Resources positions
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management
• Physical Demands of the Human Resources Team Leader Job
• These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Team Leader’s job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Team Leader’s job