O pozici
About the Role & Team
The organization is in active transformation — processes are being built, systems are being evaluated, and data is still maturing. You will walk into ambiguity and be expected to create order, build credibility fast, and deliver results across a complex, globally distributed commercial organization.
You will serve as the primary HR partner to the CRO and CMO, advising on everything from talent assessment and org design to performance coaching and critical hiring decisions. The commercial organization spans the US, Europe, Middle East, China, and Japan — meaning you will regularly navigate different employment frameworks, cultural norms, and local HR partners across time zones. One day you may be calibrating a talent review of the entire sales leadership team; the next you are in the room advising the CRO on exactly who is a keeper, who is coachable, and who needs to move on. You will do all of this while simultaneously managing the spreadsheet.
Co budeš dělat
- Strategic Advisory & Org Effectiveness
Serve as a trusted advisor to the CRO and CMO on all people matters — org design, talent, team dynamics, and culture.
Act as thought partner on the talent and organizational structure needed to support business transformation and execute the business plan.
Partner with the Chief People Officer and serve as an active, contributing member of the HR Leadership T
- Talent Assessment, Performance & High-Performance Culture
Conduct rigorous, objective talent assessment across the commercial organization — building a clear and honest picture of who the top performers are, who is coachable, and who is a systemic underperformer. Help leaders act on those distinctions.
Identify and develop high-potential talent; build succession pipelines for key commercial leader
- Recruiting & Talent Acquisition Partnership
Act as a true talent advisor on commercial hiring — partnering with TA on candidate assessment, interview calibration, and offer decisions for critical roles.
Drive talent mapping for key commercial positions, helping build pipeline before roles open.
Own interview calibration across the sales and marketing hiring process — ensuring interviewers evaluate
- Employee Engagement & Relations
Use engagement surveys and pulse tools to take the organization's temperature, synthesize findings, and translate data into actionable plans.
Hold leaders accountable to engagement outcomes, sharing results transparently and tracking progress over time.
Quickly and amicably resolve employee relations issues, communicat
Koho hledáme
- What makes this role different
You are building, not maintaining. Policies, programs, and processes are being defined — often by you.
Limited process maturity, evolving data, and ongoing transformation activity are the baseline.
HR has a seat at the table — and is expected to challenge
Talent quality and performance accountability are the primary agenda for the next 12–24 months.
Speed and judgmen
Benefity
- Company-paid short-term disability
Company-paid life insurance
Company-paid parental leave
