HR Director (Head of People)
TypeContract
LocationUnited States
Posted1 hour ago
Location: Remote - Europe time zones
Language: English (Intermediate+), Ukrainian or Russian (fluent)
Contract type: B2B
About the Client
Our client is a high-growth global payment platform utilizing AI-routing in specialized verticals (iGaming, Forex, Crypto). Processing millions of transactions across cards, 60+ APMs, and crypto in Europe, LATAM, and Africa. With MSB status in Canada and aiming for EMI licensing in the UK and Malta, they are entering a critical scale-up phase.
This position is for an exceptional professional who wants to build the entire HR-machine from the ground up - without legacy systems or bureaucracy - to create a global People function that serves as a competitive advantage for the business.
About the Role
This role is a unique chance for a seasoned professional to drive significant organizational change in a dynamic global Fintech environment:
Global Reach: We operate in Europe, LATAM, and Africa, handling millions of transactions across cards, 60+ APMs, and crypto.
Critical Phase: You join at the exact moment of transition from startup to scale-up, allowing you to build the "HR machine" correctly from the ground up.
High Impact: This is the opportunity to build 10x faster than in a large corporation or to bring essential systemization to a rapidly growing startup.
Regulatory Focus: Involvement in the move toward obtaining EMI licenses in the UK and Malta, adding complexity and growth potential.
Key Responsibilities
You will own the entire HR function end-to-end: Strategy, Processes, Team, and Culture.
First 60 Days: Foundations for Scale
Conduct a full audit of the current state: team, processes, compensation, and key metrics.
Develop the 12–18 month HR Strategy: define structure, roles, grading, and growth plans.
Launch essential base processes: Onboarding, Probation, and Performance Checkpoints.
Build a standardized recruitment system: from job descriptions to interview guides and candidate assessment.
Implement first critical HR metrics and dashboards: Time-to-hire, Quality of Hire, and Retention.
Next 12 Months: Full Cycle & Culture
Establish the complete HR lifecycle: hiring, adaptation, development,Performance Review, and offboarding.
Create a data-driven system for OKR, grading, and compensation, tied to market rates and results.
Shape and defend the A-Players Culture: emphasizing Ownership, Speed, Feedback, and Zero Politics.
Launch HR operations in regional hubs: Africa, LATAM, Europe, and Asia.
Build your team: Hire HR Generalists and HR Business Partners as the company scales.
Implement necessary systems: HRIS, ATS, and performance management tools.
Create a Leadership Enablement program to train managers in hiring and team development.
Requirements
Experience & Expertise
5-7+ years in HR with a verified track record of building the HR function in startups or scale-ups (60 → 200+ people).
Proven track record of building HR systems from scratch (understanding the difference between a theoretical process and a functional system).
Experience in Fintech, high-growth, or multi-regional structures is essential.
Skills & Approach
Strategic Thinking + Operational Execution: From long-term People Strategy to launching onboarding in a week.
Data-Driven: Managing HR exclusively through metrics: Time-to-hire, Quality of Hire, Retention, eNPS.
Hiring at Speed: Ability to fill critical positions quickly without sacrificing quality.
Leadership and Influence: Ability to work directly with and influence the CEO and C-level team.
Character
System Builder: Loves to create structure and process where none exists.
Ownership Mindset: Takes full responsibility for the results (speed of hiring, quality of people).
Pragmatism and Speed: Chooses solutions that work, acts quickly in uncertainty.
What’s Offered
Influence & Autonomy: Full ownership of the HR function with direct access to the CEO and founders. You get the budget and authority to experiment.
Career Growth: Clear path to Head of People / CHRO as the company scales. Budget for building your HR team and tools.
Financials:-Competitive Base Salary (Top 10% of the market).
- KPI-Driven Bonus.
-B2B Contract, opportunity to work from Europe.
Culture: English-first, data-driven environment. Work with A-Players; low performance is resolved quickly to protect the culture.
Originally posted on Himalayas
Language: English (Intermediate+), Ukrainian or Russian (fluent)
Contract type: B2B
About the Client
Our client is a high-growth global payment platform utilizing AI-routing in specialized verticals (iGaming, Forex, Crypto). Processing millions of transactions across cards, 60+ APMs, and crypto in Europe, LATAM, and Africa. With MSB status in Canada and aiming for EMI licensing in the UK and Malta, they are entering a critical scale-up phase.
This position is for an exceptional professional who wants to build the entire HR-machine from the ground up - without legacy systems or bureaucracy - to create a global People function that serves as a competitive advantage for the business.
About the Role
This role is a unique chance for a seasoned professional to drive significant organizational change in a dynamic global Fintech environment:
Global Reach: We operate in Europe, LATAM, and Africa, handling millions of transactions across cards, 60+ APMs, and crypto.
Critical Phase: You join at the exact moment of transition from startup to scale-up, allowing you to build the "HR machine" correctly from the ground up.
High Impact: This is the opportunity to build 10x faster than in a large corporation or to bring essential systemization to a rapidly growing startup.
Regulatory Focus: Involvement in the move toward obtaining EMI licenses in the UK and Malta, adding complexity and growth potential.
Key Responsibilities
You will own the entire HR function end-to-end: Strategy, Processes, Team, and Culture.
First 60 Days: Foundations for Scale
Conduct a full audit of the current state: team, processes, compensation, and key metrics.
Develop the 12–18 month HR Strategy: define structure, roles, grading, and growth plans.
Launch essential base processes: Onboarding, Probation, and Performance Checkpoints.
Build a standardized recruitment system: from job descriptions to interview guides and candidate assessment.
Implement first critical HR metrics and dashboards: Time-to-hire, Quality of Hire, and Retention.
Next 12 Months: Full Cycle & Culture
Establish the complete HR lifecycle: hiring, adaptation, development,Performance Review, and offboarding.
Create a data-driven system for OKR, grading, and compensation, tied to market rates and results.
Shape and defend the A-Players Culture: emphasizing Ownership, Speed, Feedback, and Zero Politics.
Launch HR operations in regional hubs: Africa, LATAM, Europe, and Asia.
Build your team: Hire HR Generalists and HR Business Partners as the company scales.
Implement necessary systems: HRIS, ATS, and performance management tools.
Create a Leadership Enablement program to train managers in hiring and team development.
Requirements
Experience & Expertise
5-7+ years in HR with a verified track record of building the HR function in startups or scale-ups (60 → 200+ people).
Proven track record of building HR systems from scratch (understanding the difference between a theoretical process and a functional system).
Experience in Fintech, high-growth, or multi-regional structures is essential.
Skills & Approach
Strategic Thinking + Operational Execution: From long-term People Strategy to launching onboarding in a week.
Data-Driven: Managing HR exclusively through metrics: Time-to-hire, Quality of Hire, Retention, eNPS.
Hiring at Speed: Ability to fill critical positions quickly without sacrificing quality.
Leadership and Influence: Ability to work directly with and influence the CEO and C-level team.
Character
System Builder: Loves to create structure and process where none exists.
Ownership Mindset: Takes full responsibility for the results (speed of hiring, quality of people).
Pragmatism and Speed: Chooses solutions that work, acts quickly in uncertainty.
What’s Offered
Influence & Autonomy: Full ownership of the HR function with direct access to the CEO and founders. You get the budget and authority to experiment.
Career Growth: Clear path to Head of People / CHRO as the company scales. Budget for building your HR team and tools.
Financials:-Competitive Base Salary (Top 10% of the market).
- KPI-Driven Bonus.
-B2B Contract, opportunity to work from Europe.
Culture: English-first, data-driven environment. Work with A-Players; low performance is resolved quickly to protect the culture.
Originally posted on Himalayas
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