Job Title: Head of HR
Reporting to: CEO
Cydar is a surgical augmented intelligence company. We are on a mission to revolutionise what’s knowable and known at every stage of surgery to help build a future where all surgery works exactly as planned.
Cydar Intelligent Maps harness the latest in cloud GPU computing, computer vision and machine learning technology to advance surgical visualisation and decision-making in theatre, and across the surgical pathway. Our Surgical Intelligence system is learning from every case to develop a deeper understanding of surgery.
The Head of People will work closely with the CEO and Leadership Team, to develop, implement and support the delivery of the HR Strategy. They will be responsible for leading the HR function developing people and performance management strategies and ensuring HR programmes and initiatives are implemented compliantly, effectively and efficiently across the whole employment lifecycle. That will take into account the company’s current and future needs. The role includes coaching, mentoring, people development and supporting employees and managers, as well as championing the company’s values of openness, collaboration, diversity and inclusion. The goal is to develop a rewarding and collaborative high-performance culture to underpin the company’s success. As a fast-growing company in an exciting and fast-evolving technical area, there is an opportunity for the Head of People to shape Cydar’s approach and ensure the company realises it ambitious vision by having the capabilities and human resource capacity, as well as culture and ways of working needed to attract, motivate, retain and deliver the necessary high performance from great people.
Cambridge or accessible to Cambridge on a hybrid working basis.
Duties and Responsibilities:
Work with the Leadership Team to agree the People strategy in line with the business plan.
Manage the execution of the HR strategy and core areas of responsibility for the HR function including:
Manage and develop the HR Team to increase knowledge, share best practice and to ensure relevant professional standards are met. Ensure the HR strategy contributes to and is consistent with the overall vision and objectives of the Company.
Take a lead role in transforming and strengthening the organisational culture, ways of working and collaboration and communication, ensuring that the company values and approach are displayed in action.
Manage the HRIS system to ensure the quality of employee data stored on the system is accurate, up to date and adequate to enable the departmental objectives. Extend the use of the system, adopt and communicate new functionality, and to train all users to ensure maximum value.
Target an overall approach consistent with the Company business ie. online, innovative, continually evolving and reflecting the nature of the sector in which the Company operates (ie. cloud software, healthcare, innovation etc). Ability to support effective change management to facilitate the planned rapid growth and development of the Company and its People.
Ensure that the company complies with current employment regulations in the regions it operates in. Maintain and update the Employee Handbook/s and ensure employees and managers are made aware of changes. Keep abreast of changes in relevant legislation and best practice and adapt the Company’s approach accordingly.
Manage recruitment and selection throughout the company. Ensure roles are signed off and budgeted for based on clear role profiles and objectives consistent with the Company’s and departmental objectives. Build relationships with recruiters, draft briefs/JD’s, manage the selection process and conduct interviews as required.
Provide HR reports/analytics on all areas of HR to inform data driven decision making at the leadership level including, recruitment, headcount, employee turnover, absence, training, probation etc.
Manage employee relations and work with managers to resolve any absence, behavioural or performance issues promptly that may arise from time to time.
Conduct annual remuneration and benefit reviews and put forward recommendations to the CEO and Remuneration Committee of the Board for approval prior to implementing any changes.
Provide day to day advice and support to managers on all aspects of HR and ensure managers are sufficiently skilled and enabled to access appropriate guidance and information to manage employee issues.
Drive the continuous improvement agenda with focus on engagement & wellbeing activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.
Develop a culture of continuous learning and support training and development activities across the business, ensuring individual development plans are followed up.
Manage relevant internal communications.
Experience and qualifications
Personal Attributes and Abilities:
Your application was submitted successfully.