Core Responsibilities HR & Strategic Orchestration Strategy Execution: Own and drive the HR annual workplan; monitor progress, unblock initiatives, and ensure the team meets quarterly milestones. Executive Support: Act as the CPO's primary partner in preparing board decks, executive presentations, and organizational announcements. The "Rhythm of Business": Design and facilitate leadership meetings, offsites, and department-wide syncs, ensuring clear agendas and rigorous follow-up on action items. Budget & Resource Management: Partner with Finance on global headcount planning and manage the People department’s budget. Global Total Rewards Strategy Design and Comp Philosophy: Lead the architecture of global compensation frameworks, equity/stock option programs, and performance-based incentive plans. Market Benchmarking: Conduct regular analysis to ensure competitiveness across diverse global markets (AMER, EMEA, APAC). Payroll & Finance Partnership: Oversee the input flow to global payroll, ensuring 100% accuracy, compliance, and seamless integration with Finance systems. Benefits Strategy: Manage global benefits renewals and design programs that reflect our culture while remaining cost-effective. HRIS, Analytics & Tech Stack System Ownership: Lead the implementation, optimization, and day-to-day management of the HRIS (e.g., HiBob, Workday) and integrated People tools. People Analytics: Build and maintain real-time dashboards; translate raw data into "People Narratives" that inform executive decision-making. Automation: Drive the adoption of AI and automation to reduce administrative friction for both HR and employees. Be a “builder” and a “product manager” for HR processes. AI architect. Leadership & Team Development Global Management: Direct and mentor a high-performing team of People Ops, C&B, and HRIS professionals across multiple time zones. Culture Carrier: Set the standard for operational excellence and a "service-first" mindset within the People Ops function. Have a future thinking and disruptive and bold leadership style. Think of outcome and impact and not process and completion. Process Engineering: Audit and optimize the employee lifecycle (onboarding to offboarding) for maximum scalability and efficiency. Compliance & Audit: Serve as the guardian of global labor law compliance; lead internal audits and risk mitigation strategies to ensure "audit-ready" status at all times. Global Operations & Vendor Management (EOR/PEO) Third-Party Partnerships: Manage Employer of Record (EOR) and Professional Employer Organization (PEO) vendors to ensure compliant hiring and operations in regions without local entities. Requirements Bachelor’s degree in HR or Business; Master's degree an advantage 10+ years in HR/People Ops, with 7+ years specifically in Global Ops, C&B, and leadership. Can come from Finance or Ops units as well. Proven track record managing complex compliance landscapes, leading people analytics practices, and managing programs and processes. Project manager. Great people and people leadership capabilities, including growing and developing talent
