What you'll be doing  

In this role you will own the People and Culture strategy for Level Shoes on a global scale, ensuring the organisation has the leadership, capability, structure and culture required to deliver the growth and diversification ambitions. Drive the talent, performance and change agenda that gets it there.

Act as the CEO’s and Level leadership closest partner and most honest challenger on every decision that involves people.

People strategy and Business Partnering

• Translate Level’s commercial strategy into a people strategy with clear priorities, milestones and measures, and own its delivery.
• Act as trusted advisor and challenger to the CEO and the leadership team on all people, organisation and culture matters. Contribute to commercial decisions — not only to the people consequences of them.

Talent, Succession and Workforce Planning

• Build the workforce plan for the business including the roles, capabilities and numbers required over the short and long term, aligned to the business ambitions and expansion plans.
• Own talent identification, assessment, development as well as the succession for all leadership and critical roles.
• Drive the hiring of senior and business-critical roles in partnership with Group Talent Acquisition and executive search (when needed) and hold quality-of-hire to a world class standard.
• Design and sponsor the development of talent. Build visible career paths for the team and make internal mobility real rather than aspirational.
• Own the people cost line and strategic budgeting for the business in partnership with Finance and Commercial heads.
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What you'll be doing  

In this role you will own the People and Culture strategy for Level Shoes on a global scale, ensuring the organisation has the leadership, capability, structure and culture required to deliver the growth and diversification ambitions. Drive the talent, performance and change agenda that gets it there.

Act as the CEO’s and Level leadership closest partner and most honest challenger on every decision that involves people.

People strategy and Business Partnering

• Translate Level’s commercial strategy into a people strategy with clear priorities, milestones and measures, and own its delivery.
• Act as trusted advisor and challenger to the CEO and the leadership team on all people, organisation and culture matters. Contribute to commercial decisions — not only to the people consequences of them.

Talent, Succession and Workforce Planning

• Build the workforce plan for the business including the roles, capabilities and numbers required over the short and long term, aligned to the business ambitions and expansion plans.
• Own talent identification, assessment, development as well as the succession for all leadership and critical roles.
• Drive the hiring of senior and business-critical roles in partnership with Group Talent Acquisition and executive search (when needed) and hold quality-of-hire to a world class standard.
• Design and sponsor the development of talent. Build visible career paths for the team and make internal mobility real rather than aspirational.
• Own the people cost line and strategic budgeting for the business in partnership with Finance and Commercial heads.