HR Director

We are looking for an HR Director to build and lead a scalable, transparent HR function.

Your mission is to connect recruitment, organizational design, performance management, development, and retention into a coherent system with clear processes, standards, and measurable outcomes.

What you’ll do

• Make hiring predictable and effective. Partner with hiring managers on workforce planning, strengthen recruitment processes, build pipelines for critical roles, and track hiring quality.

• Develop our organizational structure. Define roles, responsibilities, and collaboration across teams, keeping the structure aligned with business needs.

• Build performance management practices. Establish clear approaches to goal setting, performance reviews, feedback, and employee development.

• Develop and retain key talent. Work with leaders to identify development needs, strengthen leadership capabilities, and address retention risks.

• Manage organizational and people risks. Identify conflicts, burnout, management gaps, and collaboration issues early, and help leaders resolve them.

• Turn people data into decisions. Give the CEO and leadership team a reliable view of hiring, performance, retention, and organizational health, with clear recommendations.

• Lead and develop the HR team. Establish ownership within the function, improve execution, and introduce tools that support consistent, scalable processes.

What you’ll bring

• Experience leading an HR function and implementing processes that employees and managers actively use.

• Practical experience across recruitment, People Operations, performance management, development, and retention.

• Experience in organizational design, including team structures, role definitions, and accountability.

• Strong analytical judgment: you can choose meaningful HR metrics, investigate underlying causes, and turn findings into action.

• The ability to lead change, build alignment, and carry initiatives through to adoption.

• Sound judgment when handling sensitive information, difficult conversations, and competing priorities, alongside the confidence to raise concerns openly.

What success looks like

• HR processes are documented, consistently applied, and able to support growth.

• Critical roles are filled predictably, with hiring quality measured over time.

• Organizational structures and responsibilities are clear and up to date.

• Leaders use practical tools to assess performance and develop their teams.

• The CEO has an accurate view of organizational health and early visibility into emerging risks.