Director People & Culture (m/w/d) - 70-100% - remote DE or CH

Job description

About our client Our client is an established software company in the field of IT security. For more than two decades, it has been developing solutions for secure digital communication – technology that reliably protects content and identities and keeps unwanted messages and malware at bay, without putting technical hurdles in the way of its users. Several thousand customers from regulated industries such as healthcare, energy, finance and insurance, public administration, pharmaceuticals and law rely on this technology. The company is rooted in the German-speaking market and is currently growing internationally. Precision, reliability and high standards of quality shape its products just as much as the way people work together. Its core values – openness, reliability, appreciation and competence – apply within the team as much as in dealings with customers and partners. We are happy to share our client’s name in a personal conversation. Your mission You will shape how several companies become one organisation. Our client is growing – through acquisitions, through internationalisation and through building new structures across Switzerland, Germany, Denmark and further locations. This phase will not be decided by strategy, but by whether the people in our companies come along. That is exactly what we need you for. As Director People & Culture, you will make sure the upcoming consolidation and integration steps are accepted and consistently implemented across the entire group: structures, roles, leadership, communication and the retention of the people we want to keep. You will report directly to our CEO and work closely with him. The role is strategic and hands-on at the same time. There is no large HR apparatus behind you – you design the solution and then implement it yourself. Your tasks and responsibilities You develop the target picture of our organisation together with the CEO and the managing directors, and keep it moving forward You integrate acquired companies from a people perspective: organisational structure, roles, leadership levels, compensation logic and culture You build a group-wide role and job architecture and harmonise structures across borders – without overriding local realities You enable our managers for phases of change, from structured performance conversations to the difficult ones You own internal communication around change initi…