Job Opportunities API

About us At Gridcog, we are on a mission to accelerate the global deployment of flexible energy assets. We are a SaaS company of energy nerds building project modelling software that helps our users make intelligent energy decisions. We work with customers developing, operating and investing in complex clean energy projects all around the world. Gridcog has an amazing team of tech and energy nerds, spread across Australia, the UK, Germany and Spain. We’re a high-trust, high-ambition team tackling hard problems in the energy transition. We think boldly, challenge assumptions, keep our commitments, and work with openness, generosity, self-awareness and low ego. We are now seeking a People Lead to take ownership of Gridcog’s people function and help us continue to develop the culture, practices and team environment that support our next stage of growth. Who we’re looking for We are looking for a practical, thoughtful and commercially minded People Lead who can take ownership of Gridcog’s people practices and help us continue to be a high-performing, values-led and effective organisation as we scale. You should be comfortable working closely and collaboratively with the executive team to support the full employee lifecycle, from hiring and onboarding through to performance, development, engagement, compensation, organisational design and employee relations. This is a hands-on, get things done role. You will need to be equally comfortable advising the CEO on organisational questions, coaching emerging managers, improving people processes, and getting into the details of implementation. You will bring structure, judgement and follow-through, without adding unnecessary bureaucracy. What you’ll do Own Gridcog’s People function Take ownership of Gridcog’s people strategy, priorities, processes and operating rhythm Gridcog is scaling quickly, ensure our people practices and policies are clear, consistent, compliant and aligned with the needs of a globally distributed SaaS business, and ready to handle the jump from a team of 25 to 50 people Identify opportunities to improve how we hire, onboard, develop, support and retain great people Partner with the executive team and managers Act as a trusted people partner to the CEO, executive team and managers Support leaders on role design, team structure, hiring plans, performance, feedback, development and employee relations Help managers build stronger team operating rhythms, role clarity and accountability Provide practical, well-judged advice that balances employee experience, business needs and compliance obligations Strengthen culture and employee experience Help Gridcog deliberately maintain and evolve its ambitious and high performing culture as the company grows Support forums, communication practices and ways of working that help a distributed team stay connected and effective Lead initiatives that improve engagement, inclusion, collaboration and team health Help ensure new starters understand how Gridcog works, what we value and how to be successful here Listen to employee feedback and help turn it into practical improvements Own hiring and talent practices Improve Gridcog’s hiring processes, including role definition, interview design, assessment, candidate experience and decision-making Support hiring managers to run structured and effective recruitment processes Help ensure Gridcog attracts people who are well suited to our mission, stage, culture and operating style Lead performance, development and progression Own Gridcog’s approach to performance, feedback and development Help the company set clear expectations around roles, contribution, growth and accountability Support managers and employees through performance review and development conversations Develop practical approaches to learning, career development and progression Help ensure compensation, recognition and progression decisions are consistent, fair and well