Summary

People Advisory & Solutioning

• Serve as the primary HR contact and trusted advisor for business leaders.
• Leverage data-driven insights to diagnose and resolve people-related challenges proactively and address strategic needs.
• Represent HR in strategic business reviews and planning sessions, proactively addressing workforce needs and ensuring alignment of HR strategies with business objectives.

Change Management & Organizational Development

• Act as a change agent, leading change management projects and supporting leadership through organizational transitions.
• Foster an inclusive, open culture and provide valuable HR insights, recommendations, and tools to optimize business units.
• Partner with business leaders to maintain transparent communication across employee groups during change management processes.
• Run the employee engagement surveys and strengthen employee engagement and performance management processes to optimize talent development.
• Activate Scoot’s culture through company-wide initiatives and meaningful communications, aligning employees with the company’s purpose and core values.

Talent Management and Workforce Planning

• Enable HR and business leaders to anticipate and address workforce needs and challenges.
• Optimize people plans to ensure the organization has the necessary skills and knowledge to meet current and future business goals.
• Lead initiatives for workforce and succession planning to ensure the organization has the talent and skills needed for success.
• Run talent review cycles to select high-potential employees based on the leadership competency framework, utilizing expertise in Hogan assessments and/or interpreting personality profiles (organizational psychology background or psychometric assessment skills).

Performance Management

• Design an agile performance management and development processes, building a holistic system that ensures fair and objective performance assessments with continuous development opportunities.
• Utilize data and technology to drive efficiency, reduce operational costs, and align HR initiatives with organizational goals.

Requirements:

• A Degree in Business, Human Resource Management, or Organizational Psychology with at least 6-8 years of direct experience in business partnering and/or organizational development.
• Knowledge and expertise in Hogan assessments and/or interpreting personality profiles (organizational psychology background or psychometric assessment skills) are highly desirable.
• Strategic thinker with strong data savviness with a analytical mindset to support data-driven problem-solving.
• Strong interpersonal, communication, resourcefulness, and stakeholder management skills with the confidence to interact effectively across all levels of the organization.
• Ability to effectively plan and prioritize work with a self-driven and motivated attitude.