Job Description

About Redgert

Redgert Comms is a global communications and marketing agency working at the intersection of culture, media and performance. Founded in Stockholm in 2017, the company has grown into an international team serving ambitious brands, companies and talent across markets.

Our offering spans consumer and corporate PR, investor relations, influencer marketing and talent partnerships, digital and performance marketing, creative, events and activations. With teams across multiple international markets, we combine local expertise with a global perspective.

As we continue to scale, we are looking for a Head of People & Performance to build the people strategy, leadership capability and culture that will support our next phase of growth - and to be hands-on in making it real, day to day.

Role Summary

This is a broad, build-and-run leadership role for someone who understands that in a people-driven business, people are the product. You will be a close partner to the CEO and leadership team, responsible for creating the organisational conditions in which exceptional talent can perform, develop and stay. In this first phase of the role, you will both set the direction and deliver it personally - coaching leaders, handling employee relations, and shaping culture and people strategy as we grow. As the team and budget grow, you will help build the structure needed to scale beyond what one person can carry, including future People or HR Business Partner hires.

You will not own compliance and local employment law alone. You will work in close partnership with the COO and local country managers, who hold day-to-day accountability for their markets and their relationships with local legal counsel, while you provide the group-level framework, judgement and consistency across markets. The ideal candidate combines strategic HR thinking with strong commercial instincts and genuinely enjoys being hands-on, equally comfortable advising the CEO and the Executive Leadership Team, coaching a senior leader, or picking up an urgent people issue directly.

Key Responsibilities

People Strategy & Leadership Partnership

• Act as a trusted advisor to the CEO and the executive leadership team on organisational and people matters.
• Develop and evolve a people strategy aligned with Redgert Comms' growth ambitions, translating business priorities into practical people plans.
• Build people processes and structure that scale without losing the entrepreneurial, creative culture that defines Redgert Comms.

Coaching & Leadership Development

• Provide one-to-one coaching to leaders and employees across markets, focused on mindset, communication and performance.
• Build individual development plans with high-potential talent, in partnership with their managers.
• Support managers in becoming better coaches themselves, so not everything escalates upward.
• Proactively identify employees who may be struggling before it becomes a retention issue.

Culture & Employee Experience

• Act as a cultural antenna across the group, picking up on morale and friction points and feeding insight to leadership.
• Champion a feedback culture and a strong employee experience across markets.
• Establish simple ways of measuring and improving engagement, wellbeing and retention.
• Champion inclusion and belonging as we grow internationally.

Policy, Compliance & Employee Relations

In partnership with the COO and Country Managers

• Own and maintain the group-level employee policy framework, working with the COO to ensure it reflects local employment law and regulatory requirements in each market.
• Partner with local country managers and their local legal/HR advisors, who remain accountable for compliance execution in their own market — you provide the group framework, guidance and a second opinion, not solo sign-off.
• Be the go-to person for policy questions and grey areas, escalating to the COO or external counsel where the risk calls for it, rather than carrying legal risk alone.
• Support periodic compliance check-ins jointly with the COO and country managers, and help roll out policy updates so local teams can implement them with confidence.

HR Foundations & Operations

• Bring consistency to core people processes: performance cycles, onboarding, offboarding and career frameworks.
• Support annual processes such as salary reviews and engagement surveys, and maintain accurate people data.
• Establish simple, scalable HR infrastructure and systems appropriate to our size today, with room to grow.

Talent Acquisition & Employer Brand

• Partner with global and local leadership on key hires and workforce planning.
• Strengthen our employer brand and build repeatable, high-quality recruitment processes.
• Ensure a strong, consistent candidate and onboarding experience across markets.

What Success Looks Like - First 12 Months

• A clear, practical people strategy in place and understood by leadership.
• Strong trust built with the CEO, leadership team and country managers.
• Country managers feel supported and not alone on people and compliance matters, with clear lines to the COO and local counsel where needed.
• Visible improvement in engagement and retention.
• Coaching relationships that produce visible growth for the individuals involved.
• Policies that are current, locally sound and consistently applied.
• The foundations in place, structure, process and business case, to scale the People function further as budget allows.

What We're Looking For

• 5+ years of experience in an HR or people leadership role, ideally with exposure to multi-market or international environments.
• Comfortable operating as both a strategic partner and a hands-on doer.
• Relevant HR qualification or training, with a strong grounding in HR fundamentals and employment practices.
• Strong judgement, including knowing when to involve local legal counsel or the COO.
• Commercially minded — you understand people work exists to serve business outcomes.
• Coaching experience or accreditation is a strong plus, though not required.
• Comfortable operating across cultures and markets, and skilled at adapting your approach accordingly.
• Excellent communication and stakeholder-management skills, including with senior leaders and founders.
• Fluency in English; Swedish is an advantage.
• Experience from an agency, consulting, media, technology, creative or other fast-moving, talent-driven business is particularly relevant.

Who You Are

• Genuinely curious about people, what drives them, what holds them back, and how to help them grow.
• Commercial and pragmatic, you know when a light-touch answer beats a heavyweight framework.
• Someone who leads with empathy but isn't afraid of a direct conversation.
• Hands-on by choice, not necessity, you enjoy being close to the work as much as setting the direction.
• Collaborative, happy to share ownership of compliance and legal risk with the COO and country managers rather than carrying it solo.