- Dagmara will draw on neuroscience and Future of Work trends to transform the company’s HR practices.
- Zumo’s new strategy focuses on the ‘Human’ element, as opposed to ‘Resources’, building a progressive ‘People’ function that celebrates people’s different skillsets, recognises their different needs and motivations, and promotes flexibility.
- Zumo is also adopting a ‘hub-and-spoke’ office model to minimise it’s carbon footprint whilst still supporting the development of a strong company identity and culture.
Zumo, the Edinburgh-based crypto wallet and payments platform, has appointed Dagmara Aldridge as its first Chief People and Culture Officer as it seeks to reflect Future of Work trends and the latest neuroscience teachings.
With 15 years’ leadership and coaching experience, Dagmara, who was previously Zumo’s Chief Operating Officer, will lead the development of the company’s progressive ‘People’ function, which will maintain Zumo’s culture while empowering its talent to have a positive impact on the wider industry, financial inclusion and the environment.
Zumo’s strategy adopts a scientifically-led approach to HR management, informed by Dagmara’s training with the NeuroLeadership Institute, which aims to make today’s organisations more human and inclusive. This results-driven coaching process is designed around ‘brain-friendly’ conversations, recognising the unique nature of each personality and helping to tap into each individual’s specific strengths and motivations.
Zumo’s remote-first hybrid working policy will be underpinned by ‘hub-and-spoke’, the office model of the future. This enables a centralised ‘hub’ for people to come together and collaborate (Zumo’s HQ in Edinburgh), while also providing a choice to work from ‘spokes’. A spoke doesn’t have to be a conventional office, but instead any place from which a person can be productive, aligned to concentrations of staff and geographical expansion.
Zumo has also introduced an unlimited holidays policy. Employees must take a minimum of 28 days, and can take more if they wish, fitting them flexibly around their workload. Zumo will pay a ‘holiday bonus’ of £500 per calendar year to those who take a continuous block of five or more days off, recognising and incentivising the benefits of properly switching off from work over a longer break.
Dagmara Aldridge, Chief People and Culture Officer, Zumo, said: “It’s an intentional decision not to have a traditional HR function. We’re keen to focus on the newest approaches to create an ideal working environment, where people feel a powerful sense of belonging and psychologically safe after the trauma of the pandemic.”
“The fact I don’t have the traditional CIPD background and qualifications makes it easier to trial disruptive approaches. Many talk about the ‘Future of Work’, I see this as the ‘Future of HR’ – we’re excited about shifting the dial.”
Nick Jones, Co-founder and CEO, Zumo, added: “The demand for tech and digital talent remains at an all-time high amidst the Great Resignation. Such flexibility and hybrid working is key to attracting top candidates, and also opens up new talent pools outside of the UK. To meet their growth ambitions, fintechs must consider ways to source the best talent efficiently and effectively, looking for candidates across different time zones.”
Zumo’s ‘People’ function will have a strong focus on wellbeing, with Yoga sessions and mindfulness courses on offer. To help facilitate this, Zumo has teamed up with fellow Edinburgh start-up, OK Positive, which enables people to give anonymous feedback if they start to feel mentally overwhelmed.