Sber's free programming school — School 21 is looking for an HR Director.
School 21 is 32 campuses in the Russian Federation and abroad (24/7/365), a unique methodology, a gamified platform, and over 13,000 participants. The school is currently transforming for the AI era: preparing people for technological changes by developing their ability to think, use tools, and achieve results. The strategy is based on three directions — product, campuses, and economics. They are expanding the network, adapting training for AI, and strengthening the financial model for sustainable growth.
Your role is to be a strategic business partner in people management, setting the pace of change: creating a development culture, helping to identify inefficiencies, and implementing best practices. They need a leader who will help create the next version of School 21 through its people. The key task is to build an organizational system and culture with the Top Team that will enable School 21 to implement its strategy: attract the strongest people to the team, develop an AI-native culture, and ensure high performance.
Responsibilities:
- HR Strategy: translate the school's strategy into people priorities and measurable metrics: team productivity, critical role protection, quality and concentration of talent, retention of HiPo/Core, performance, hiring efficiency, and organizational change.
- Organizational Design and Headcount: design the HQ, campus, and franchise network model for scaling; define critical roles and manage headcount considering driver and non-driver models.
- C&B and Budget: form the HR budget and defend investments through ROI; build a reward system that supports business results and talent concentration within an economically justified payroll share.
- Team: help managers attract strong individuals, retain HiPo/Core people considering contribution and potential, make timely decisions regarding low performance, ensure key positions are protected by reserves, and form successors.
- Performance Culture: reinforce high autonomy, initiative, and responsibility for team results through management practices.
- HR Cycle Management: ensure process coherence — from recruitment and onboarding to appraisal, development, rewards, and employee offboarding.
- HR Metrics Analytics: create a people data system that allows the CEO and C-level to make decisions about structure, headcount, productivity, critical roles, talent, succession, and employee investments.
- AI-native Organization: review roles and processes considering AI; form requirements for AI competencies and implement development tools; personally be a role model for the mindful application of AI in managerial work.
Requirements:
- End-to-end HR Leadership: experience leading the HR function or a major transformation in a rapidly changing organization (organizational design, talent management, workforce planning, economics of people solutions).
- Strategic Thinking: ability to see the connection between business model, organization, and results; make decisions in conditions of uncertainty.
- Organizational Design and Scaling: experience in restructuring, roles, management levels, and headcount for business model growth or transformation.
- Performance and Talent Management: experience in building performance management, Talent Review/succession, working with HiPo/Core and low performers; willingness to make difficult personnel decisions.
- AI and Technology: practical experience using AI for managerial tasks; understanding where AI increases productivity and where human judgment, responsibility, and human skills are critical.
- Data and Economics: strong quantitative foundation — People Analytics, HR budget, payroll, productivity, ROI.
- Influence on the Top Team: ability to build trust with the TOP team, speak the business language, and shift discussions from opinions to data-driven decisions.
- Team Leadership: experience in forming a strong HR team, developing autonomy, and improving the quality of the function's work.
- Ability to use neural networks in daily work.
Conditions:
- Hybrid work mode
- Real Impact: opportunity for direct influence on future business efficiency through building a high-performing team, structure, and culture.
- Scale of Transformation: work at the intersection of education, technology, AI, and regional development — with the ability to implement solutions across a distributed network.
- Freedom of Action: opportunity to restructure processes, implement innovations, and set the pace for the development of the HR function and the company.
- Strong Environment: a team focused on results, change, and professional growth; access to School 21's internal educational resources and participation in top management strategic sessions.
- Conditions: competitive salary, voluntary medical insurance, flexible schedule, remote work option, partnership programs with the Sber ecosystem.
