Head of People

Recruiting Strategy & Planning

Perché: You can turn a growth target into a workforce plan with hiring timing and cost, so engineering is not left short when a launch date is fixed.

Sourcing & Candidate Engagement

Perché: You can build a diverse pipeline for a role that is hard to fill and use employer branding where the usual channels return the same profile.

Employee Lifecycle Management

Perché: You can redesign promotion and transition steps so they are the same across teams and compliant, instead of depending on each manager's habits.

Benefits & Compensation

Perché: You can propose a pay or benefit change and show its cost against budget, for example when attrition concentrates in one pay band.

Org Design & Structure

Perché: You can recommend reporting lines and spans of control when a team outgrows its manager, and say what the new structure gains and costs.

Leadership Development

Perché: You can build a program for first-time managers after promotions from individual contributor, so new managers do not learn on their team.

Culture Definition & Evolution

Perché: You can turn stated values into behaviors that can be observed, so culture is visible in hiring and reviews and not only on a wall.

Employee Engagement Strategies

Perché: You can read a survey that shows low engagement in one team and design an action, such as a manager change, instead of a company-wide event.

Goal Setting (OKRs)

Perché: You can cascade company OKRs into team goals so each person sees how their work connects to the company priority.

Performance Reviews

Perché: You can run a calibration session that catches a manager rating too leniently and keeps ratings comparable across teams.