Between a concept and a product lies a whole company. A product is an outcome of interaction between several complementing minds and the ideas bouncing between them. Individuals may build a concept, but it takes an organization to build a product out of a concept. Timely availability of human resources in a synchronous and collaborative fashion is quintessential for ideas to exchange and grow.
This role is envisioned to be a foundational pillar in ensuring seamless availability of human resources for accomplishing organizational goals. Experience that sets us apart as a new industry in making.
Your primary contribution will be towards assisting the Founders in building the Talent Management machinery for the Organization and alleviate the founders’ burden by executing their initiatives:
1. Talent Alignment :
Alignment begins where the journey with the org begins. The journey begins from the moment CynLr is discovered and follows as they apply, get interviewed and join.
“Recruitment of a talent doesn’t end with a job offer, it begins with a Job offer”
While recruitment recruits them into the pay scale, we often will have to recruit them into Founders’/Org’s vision* - Alignment. A WELL ALIGNED RESOURCE IS OFTEN SELF-MANAGED. They may need leaders not managers, which allows the management to be elevated to leadership.
• Assist the founders in design cycle of the Alignment content and strategize content delivery.
• Design to double the evaluation journey of the employee as an alignment journey. From JD, site, application, to interview questions, sequence of interview process to Induction.
• Assist the founders in optimizing and enhancing the Induction Content & Onboarding/orientation journey.
• Structure and conduct the Induction, Onboarding and Orientation programs.
• Improve the employee’s organizational understanding by creating the awareness on every other role in organization and their purpose. Simulate what happens when those role don’t exist.
*[As a Startup, our transformative science fiction story of the future in which employees can find themselves is the vision and not a namesake jargon statements]
2. Thought Culture & Branding :
Every org simulates a certain feeling about themselves. [for me, Google Genius, Apple Quality, etc]. That’s brand and that’s what the org is designed to emulate and that’s how the org thinks.
For CynLr its Clarity. Automating Manual Tasks is a problem that has inspired 3 eras of AI and repeatedly failed (including Elon Musk), remaining unsolved for 4 decades. Vision is a highly illusive and less understood problem; the domain is plagued by hype, trend & casual opinions of the mighty and burden of substandard literature.
Yet CynLr has made its breakthroughs, how? - Critical Thinking. Everything about the org strives to maximize Thinking. It’s the dopamine rush of Epiphany & Clarity that drives us behind such abstract problems.
• Disseminating CynLr’s Vision in a way that enables employees to imagine themselves in CynLr’s growth story and directly map career growth with CynLr’s.
• Conduct programs and activities that promote awareness of the CynLr’s Goals.
• Create atmosphere of critical thinking by introducing elements and activities that trigger behaviour and habits conducive to Critical Thinking.
• Culture is the unwritten code of conduct which is more powerful than policies and processes. Culture is preventive, policies are reactive. Assist the founders in ‘programming’ a work culture that is progressive and promoting of efficient outcomes.
• Build conviction level of the teams, that they stay more closer to the fundamentals of Org & its Vision than to influence of Market trends and hypes of the day.
3. Messaging and Communication :
• Strategize for effective reception of Founder’s messages and org policies to Employees.
• Build machinery and process that minimizes misinterpretations and miscommunications of organization goals.
• Persuasive communication of the Goals stated by the founders and org to mobilize the workforce to pursue the goal.
• Communication is two way and becomes effective only when the audience are conducive and progressively participate in it. However, people join from various backgrounds and practices which often makes alignment harder. Design programs to improve communication etiquette and effective communication methods.
4. Talent Strategy, Management & Productivity Maximization :
• Assist Founders in devising policies, Remuneration Schemes & Appraisal machinery
• Device a strategy that ensures smooth adoption of policy changes
• Build a conflict resolution mechanism for every policy change introduced
• Build process & machinery to enforce policies void of Conflicts
• Preclude Conflicts & misalignments- Fill-in for the founders to handle Pay, Perks and Title Negotiations.
• Maximize Talent Availability – revise Leave Policy, Ensure “Synchronous” presence of people at Workplace.
• Bring system to effective track the employee attendance and devise process to enforce the Leave policy.
• Track general employee engagement and performance to help in the appraisal process. Maintain a structured documentation of the same.
• Assist Founders in building Roadmap for every Role and setting up a contribution framework to assess and remunerate Talent outputs – ESOP policies and stock options.
• Assist Founders in Identifying role gaps, tracking and assessing the effectiveness of every role in the org.
• Manage the influence of market trends that may lead to volatility of the org.
• Conduct exit interview by ensuring proper exit documentation, tracking past employees for breach of contract or non-disclosure terms post exit and recovery of assets.
• Build HR machinery, Identify Tool chain, Platforms & develop Vendor network.
