KEY RESPONSIBILITIES
Workforce Strategy:
- Translate Brook’s strategic objectives into a workforce strategy which ensures the right talent is in the right roles at the right time.
- Create a strategic compensation program with a heavy focus on the strategy and execution of variable compensation and equity compensation.
Organizational Effectiveness:
- Advise colleagues on how to optimize the business through alignment of talent within the organizational structure.
- Establish and implement human resource efforts that effectively communicate and support the company’s business objectives.
- Serve as a collaborative member of the extended leadership team and provide consultative coaching to colleagues to make key talent and workforce decisions in support of the workforce strategy.
- Manage complex employee relations matters, driving favorable resolutions as quickly as possible.
Talent & Performance Management
- Design a best-in-class employee lifecycle management process to attract and retain the best possible talent. Key focus areas include recruitment strategy and selection, onboarding and career planning and development.
- Craft human resource planning models to identify competency, knowledge and talent groups and create specific development programs for filling the gaps.
- Design training, career progression paths and talent strategies targeting high potential talent to create a pipeline of leadership for key roles.
- Develop rewards and recognition solutions to create high alignment between performance and total compensation.
Compensation & Benefits
- Maintain a best-in-class total compensation structure
Employee engagement
- Construct a comprehensive employee engagement plan that motivates, incentivizes and rewards employees for effective performance.
Day to day operations:
- Act as first point of contact for employee requests
- Drive all facets of the employee lifecycle - onboarding, offboarding, changes
- A seamless onboarding process for all new hires
- Complete all employee-related compliance tasks
- Execute all employee rewards and recognition programs.
- Facilitate the HR-side of payroll and partner with Finance team to process payroll on a weekly basis
- Act as System Administrator for the HRIS system and resolve all employee issues related to the system
- Perform data entry for all new hires, terminations, organizational changes, electronic documentation and other daily changes as needed.
- Ensure a seamless offboarding process from resignation to exit
- Provide data and company wide audit and compliance requests
- Partner with other team members on internal employee communications activities including but not limited to all hands administration and surveys
- Plan, organize and and provide support for company-wide activities and events.
THIS POSITION IS NOT ELIGIBLE FOR RELOCATION OR VISA SPONSORSHIP. CANDIDATES MUST LIVE WITHIN A COMMUTING DISTANCE FROM THE OFFICE. THIS IS A HYBRID ROLE, ONSITE IN THE OFFICE REQUIRED WEEKLY ALONG WITH REMOTE WORK.
Brook Inc is an equal opportunity employer. We are committed to building an inclusive and diverse workforce. Brook does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, marital status, age, non-disqualifying physical or mental disability, national origin or ethnic origin, military service status, citizenship or any other protected characteristic covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
Base salary starting at $160,000 + variable compensation
Job Type: Full-time
Pay: $160,000.00 - $180,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Parental leave
- Referral program
- Vision insurance
Schedule:
Application Question(s):
- How many years have you worked in high tech early stage companies?
Location:
- Boston, MA 02210 (Required)
Ability to Commute:
- Boston, MA 02210 (Required)
Work Location: Hybrid remote in Boston, MA 0221
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