Director of People and Culture – HR Management

The Director of People and Culture is a hands-on, strategic leader responsible for building the foundation of a cohesive, high-performing, and people centered organization. As a key member of the leadership team, this role will design and operationalize a unified HR strategy across a global workforce. The ideal candidate combines strategic vision with operational execution, leading the transformation to a streamlined, scalable global People function.

Responsibilities

Build the HR Foundation

• Assess the current HR landscape and design a scalable, centralized HR infrastructure encompassing systems, processes, policies, and employee handbooks.
• Establish consistency in core areas such as recruiting, onboarding, performance, management, compensation, and compliance across global entities.
• Select, optimize, and operationalize HR technology and tools (e.g., Rippling, Leapsome) to support efficiency, visibility, and self-service.

Strategic Leadership & Organizational Integration

• Partner with executive leadership to define and execute a unified global people strategy aligned with business objectives and growth initiatives.
• Lead change management efforts to harmonize culture, values, and employee experience across acquired companies.
• Serve as a trusted advisor to leadership, providing insights on organizational design, workforce planning, and talent decisions, including post-acquisition integration.

Talent & Culture Development

• Design and implement talent programs that attract, retain, and grow high-performing, diverse teams.
• Build a foundational performance and development program that promotes accountability, feedback, and career growth.
• Develop initiatives that strengthen employee engagement, belonging, and well-being across geographies.

Operational & Compliance Excellence

• Ensure global compliance with employment laws, regulatory requirements, and data protection standards.
• Oversee employee relations and conflict resolution with fairness, discretion, and consistency.
• Maintain competitive, equitable compensation, benefits, and recognition frameworks.

Team Leadership

• Build, mentor and lead a small but high-impact HR team fostering collaboration, accountability, and professional growth.
• Promote a “builder mindset,” encouraging continuous improvement and innovation in HR operations.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred (or equivalent experience).
• 5+ years of progressive HR experience, including 2+ years in a leadership role building or scaling HR functions.
• Experience in PE-backed or high-growth companies, ideally with M&A and post-acquisition integration exposure.
• Deep understanding of global employment practices, including working with international employees, contractors, and EOR models.
• Proven experience implementing or optimizing HR technology platforms (e.g., Rippling, Leapsome).
• Strategic thinker able to translate business goals into actionable people strategies while remaining hands-on in execution.
• Strong interpersonal, communication, and influencing skills across levels, cultures, and geographies.
• Excellent problem-solving, change management, and organizational design capabilities, with resilience in ambiguity.