Job Brief:
Culture and Team Success (CTS) Executive - the purpose of this role is both practical and motivational. It goes beyond traditional HR. It is different from traditional talent leadership. In this CTS role, you would be a purpose-driven who would work to infuse the workplace with empathy, humanity, and joy.
Essential Responsibilities:
- A person who understands the pulse of every single person in the company
- A person who oversees employees’ well-being and overall satisfaction
- You would bring exceptional Emotional optimism – and should see each employee as “hearts” with meaningful work and life desires, and not just pure “resources”
- Someone who understands what it means to connect heart and hustle – and work with employees to integrate heart into their professional lives and inspire them to become the very best version of themselves and propel them to leadership roles.
- Someone who will revolutionize the way we think, live and act about hiring—not just for skill set, but for culture addition.
- Doesn't simply look for short-term changes in tactics; looks for long-term impacts in culture.
Your daily routine in the CTS role would consist of reaching out to people, having one-on-one conversations, understanding the underlying issues, recommending multiple solutions, and implementing the right – not necessarily the best solution – in a very consultative and collaborative manner
- Building and fostering teams committed to continuing and building our culture
- Enabling employees to feel secure
- Hiring the right people
- Frequent and fair performance reviews and rewarding best performers
- Find a way to overcome the gaps between employee’s expectations and reality
- To have a finger on the pulse of who needs mentorship, who needs a chat, who needs a team change, and who needs anything whatsoever.
The Purpose of your role – as a CTS Executive.
CTS should know what the person/employee is seeking. What are they searching for? Is it that they are stuck in a career, or they don’t know how to ask for a raise? His/her purpose: trying to unlock what it is they’re all about.
You should thrive in removing roadblocks. So, bring a roadblock and you should love to work on it together with all parties involved.
How can you, in your CTS role use mentoring to unlock an employee’s inner professional potential?
To understand an employee, the CTS would employ various ways. Sometimes, it can be the energy they can read and get from whoever is sitting in front. Pick up on body language, pick up on ways in which they are talking about themselves or talking about their team. A CTS should always start from a place of unconditional empathy.
To engage and retain employees, the CTS should use mentoring as an avenue for career growth in this very young and shifting workforce.
You should believe that - People will forget what you said or what you did, but people will never forget how you made them feel.
Reporting:
The CTS Executive will report to the Sr. Manager-HR and will have the opportunity to work with the senior management team within the organization. You'll get to be, a part "owner" of the company's strategy and vision.
About Integrative Systems:
We are a reputable 20+-year-old software development and back-office optimization firm based in Chicago with clients for Microsoft applications (desktop, web, and mobile), IBMi, JDA MMS, and BPCS throughout North America and Canada.
We have an exceptional work culture that is vibrant, and performance-driven – A workplace that you will aspire to be a member of.- We proactively work towards creating an environment – wherein every associate is incentivized to think independently; bring to bear diverse and dynamic resources to resolve complex problems collaboratively. And most importantly, understand the meaning and growth in their work.
- We work with a belief that everyone associated with Integrative should grow professionally and personally. Therefore, we seek out what's best for our co- workers.
- We strive to create a workplace that 100 people would absolutely love, not a place that 1000 people kind of like. To achieve this, we try to create job experiences, not job opportunities.
- We know the importance of adding the 'FUN' in 'business fundamentals' at the right time - yet are a well-disciplined, profitable, well-oiled engine of growth. So, when we hire new talent, we lookout for someone who can balance work-life easily.
- We hire only the best. For a typical position, we sift through one hundred resumes and interview at least ten people. Make it in, and you'll be working with some of the best minds in the business. We understand that 'A' people attract 'A' people.
- We do not ride on anything short-term - no short-term market trends, short-term profits, or any short-cuts. Hence, we look for talent who usually believes in stability and commitment more than short-term benefits.
- We understand that when a person joins, he/she brings in various dimensions of their being - physical, emotional, social, mental, and spiritual aspects to the workplace, not just vocational. And because we address all these dimensions for every associate's wellbeing, we create an environment that fosters optimism, mindfulness, authenticity, belongingness, meaning, and vitality.
