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Head of Engineering
hace 3 semanas
**We are now looking for a Head of Engineering to lead the next phase of our team’s growth; not through code or architecture, but through people, structure, and leadership systems.**
The Head of Engineering will be the driving force behind the development and performance of Fast Track’s engineering organisation. This role is not responsible for hands-on technical execution or product delivery. Instead, it focuses entirely on building a high-trust, high-performance engineering culture by supporting our Tech Leads, strengthening our leadership systems, and enabling team development.
As a senior leader, the Head of Engineering will work closely with the CTO, CPO, HR Business Partner, and wider HR team to co-design and operationalise talent strategies that reflect our values and scaling goals. This includes everything from implementing feedback frameworks to collaborating on talent planning, retention, and career development initiatives.
**Your responsibilities as a Head of Engineering at Fast Track would include**:
**People Strategy and Performance Leadership**
- Own and execute the engineering people strategy in alignment with company objectives, Tech strategy, and HR’s people plan.
- Define and roll out performance management systems, including feedback and promotion processes, in close collaboration with the HRBP and CPeO.
- Co-design and implement engagement, recognition, and growth rituals that embed a culture of high performance, inclusion, and psychological safety.
- Partner with the HRBP to align on employee relations matters, performance conversations, and growth plans across the engineering org.
- Acts as a strategic partner to the HRBP and CTO, and Chief People Officer (CPeO) by sharing insights from the engineering team to shape people strategies and initiatives.
- Participates in regular syncs with the HRBP to align on upcoming initiatives, review talent plans, and track engagement.
- Collaborates on employee relations cases, coaching interventions, and complex team dynamics with support from the HRBP.
- Works with the HR team to ensure engineering practices reflect the company’s commitment to equity, inclusion, learning, and performance excellence.
**Tech Lead Enablement**
- Act as a mentor and coach to Tech Leads, helping them mature into strong people leaders.
- Reduce management friction by introducing coaching tools, standardised leadership rituals, and structured development feedback loops.
- Partner with the HRBP to ensure Tech Leads are equipped and supported in having constructive and fair performance conversations.
**Career Progression and Talent Development**
- Design and drive the adoption of a clear engineering career framework with transparent levelling, expectations, and promotion criteria.
- Coordinate closely with the HRBP to ensure development planning, succession strategies, and L&D offerings are effectively implemented and monitored.
- Co-lead calibration, promotion, and development cycles with HR, ensuring objectivity, fairness, and alignment to organisational priorities.
**Organisational Scaling and Structure**
- Evolve team structures and leadership models to support scalable growth.
- Identify future engineering leaders and build internal talent pipelines.
- Collaborate with HR on headcount planning, strategic hiring, onboarding design, and retention strategy.
- Partner with the HRBP to ensure change management, structural shifts, and people-related initiatives land successfully across the tech organisation.
**Culture and Engagement**
- Be a champion for feedback, trust, and inclusion within engineering.
- Work with the HRBP and other HR representatives to track and act on engagement and culture signals (e.g., GPTW, pulse surveys, retention indicators).
- Lead initiatives that support wellbeing, belonging, and career motivation among engineers.
- Foster an open feedback culture by partnering with HR to facilitate listening mechanisms and team-level interventions.
**Cross-Functional Alignment**
- Support Product, SRE, and Business leadership by ensuring engineering is structured, resourced, and led to deliver on cross-functional goals.
- Maintain a strong partnership with the CPeO and HR team to align capacity planning, team development, and organisational health with the broader business and product roadmap.
- Extensive experience leading software teams in high-growth environments, ideally 7+ years in engineering leadership.
- Proven track record in coaching engineering leaders, building inclusive teams, and rolling out performance systems at scale.
- Deep understanding of people-centric leadership: capable of resolving interpersonal challenges, guiding development plans, and building trust at all levels.
- Experience collaborating with HRBPs and People and Culture teams on succession planning, organisational design, talent reviews, and DEIB efforts.
- Strong organisational design and leadership capability with the ability to bring structure and clarity to ambiguity
