Job Description
- Full-Time
- Remote
- 3.200 USD
Reports to: CEO
Location: Colombia, remote, with occasional on-site visits to offices and availability to travel as needed.
Type: Full time.
Required experience: Senior (10+ years of professional experience, including significant experience leading operations, cross-functional teams, and execution in high-velocity organizations).
Role Purpose
The Integrator / Head of Business Operations will strengthen the execution system, ensure coordination across teams, accountability for results, removal of obstacles, and delivery of the main business priorities.
This role acts as the primary point of integration across the company’s different areas, turning strategic priorities into owners, decisions, actions, and concrete operational results.
The main responsibility is to ensure that leaders work as one team, priorities and ownership are clear, commitments are met, and cross-functional problems are resolved with speed and judgment.
Within the EOS framework, this position has a markedly operational profile. While the CEO focuses on vision, strategy, growth, and high-impact relationships, the Integrator focuses on turning that direction into execution, accountability, and measurable results.
Role Focus: Leadership and Integration
This position combines operational leadership, cross-functional coordination, performance management, and execution capability.
It is not focused on directly managing each function, but on ensuring the organization operates as an integrated system, with clear priorities and effective accountability mechanisms.
Main areas of focus:
- Maintaining coordination and alignment across the company’s different areas.
- Turning corporate priorities into execution.
- Generating accountability for commitments, results, and deadlines.
- Identifying and resolving conflicts, dependencies, and obstacles across functions.
- Ensuring clarity on ownership and decision-making authority.
- Strengthening operational discipline and management cadences.
- Reducing the organization’s dependence on the CEO to resolve operational problems.
- Ensuring a solid and consistent experience for clients and stakeholders.
Main Responsibilities
- Lead the execution system, in coordination with leaders across areas.
- Ensure main business priorities have clearly defined owners, expected results, indicators, milestones, and dates.
- Maintain effective cross-functional coordination across Sales, Operations, Product, Development, Finance, Strategy, and other relevant functions.
- Identify risks, dependencies, and blockers that affect progress and lead their resolution in a fast and sustainable way.
- Resolve conflicts between areas when there is misalignment on priorities, ownership, or execution sequence.
- Strengthen accountability mechanisms, ensuring follow-up on commitments and corrective actions when deviations occur.
- Lead or co-lead the company’s main operating cadences, including leadership team meetings, scorecards, priority tracking, and business reviews.
- Ensure management meetings are oriented toward solving problems and making decisions, not only reporting information.
- Follow up on execution of strategic initiatives once defined and approved.
- Work closely with Strategy to connect strategic priorities with capacity, owners, execution, and results.
- Ensure functional leaders retain ownership of their results and avoid absorbing responsibilities that belong to each function.
- Identify recurring problems and promote structural solutions rather than only solving symptoms.
- Improve coordination and decision-making processes that affect speed and effectiveness.
- Maintain visibility over operational performance, priorities, risks, and key business challenges.
- Manage or coordinate executive escalations with clients, partners, and stakeholders when multiple functions are involved or impact is significant.
- Make autonomous decisions within the mandate defined by the CEO and escalate decisions beyond authority in a timely manner.
- Report to the CEO on business performance, priorities, risks, pending decisions, and execution capacity.
- Help free up the CEO’s operational capacity so they can focus on strategy, growth, leadership, and high-impact relationships.
Role Scope and Escalation Criteria
The Integrator must have authority explicitly delegated by the CEO to coordinate cross-functional execution, demand clarity on ownership, and resolve certain operational decisions across areas.
The Integrator should get involved particularly when:
- A problem affects two or more functions.
- There is a blocker or dependency between teams.
- A corporate priority is not moving forward.
- There is no clarity on who is accountable.
- There is conflict between priorities or owners.
- A leadership team commitment is at risk.
- A cross-functional decision is needed.
- A recurring problem needs a structural solution.
The Integrator should avoid getting directly involved when:
- The problem clearly belongs to a single function.
- There is an owner with sufficient authority to resolve it.
- It is a routine operational decision.
- Intervention would unnecessarily replace another leader’s responsibility.
Within the parameters agreed with the CEO, the Integrator must be able to:
- Resolve dependencies across areas.
- Define follow-up and accountability mechanisms.
- Demand clarity on owners, commitments, and dates.
- Request corrective plans when a priority is off track.
- Prioritize resolution of issues related to already approved initiatives.
- Escalate to the CEO only decisions that genuinely require their judgment or authority.
The following should be escalated to the CEO primarily:
- Significant changes in strategy.
- Material conflicts between corporate priorities.
- Relevant reallocations of capital or resources.
- Significant structural changes.
- Hiring or exit of senior leaders.
- Relevant commercial exceptions.
- Significant financial, legal, or reputational risks.
The Profile We Are Looking For
We are looking for a highly execution-driven, structured, and results-oriented person, with experience leading teams and operations in dynamic, fast-growing, and highly complex environments.
The ideal person combines strong business judgment, financial capability, critical thinking, emotional intelligence, and the ability to hold senior leaders accountable.
They must be comfortable stepping in when there are blockers, holding difficult conversations, making decisions with incomplete information, and creating structure without introducing unnecessary bureaucracy.
Previous experience in roles such as COO, Integrator, General Manager, Head of Business Operations, VP Operations, Chief of Staff with strong operational ownership, or equivalent roles will be valued.
Key Competencies
- Operational orientation and bias to action.
- Leadership of leaders.
- Structure and execution discipline.
- Business judgment.
- Financial acumen.
- Critical thinking and problem solving.
- Composure under pressure.
- Resilience and firmness.
- Empathy and emotional intelligence.
- Executive communication.
- Stakeholder management.
- Autonomy.
- Ability to influence.
Technical Skills and Tools
We are looking for a person with high technological fluency and the ability to use data, productivity tools, automation, and artificial intelligence to improve operational execution.
- Project and priority management tools such as Monday.com, Asana, ClickUp, Notion, or similar.
- Advanced Excel and Google Sheets, plus indicator systems for performance analysis.
- Business intelligence tools such as Looker Studio, Power BI, or equivalent.
- Artificial intelligence applied to work for analysis, synthesis, materials preparation, and process acceleration.
- Automation and no-code solutions that reduce manual work and improve processes.
- CRM and other commercial or operational systems.
- Languages: advanced English, with the ability to communicate with clients, executives, and stakeholders in the United States.
What Success Will Look Like in This Role
The company’s main priorities have clear owners, metrics, milestones, and dates. Leaders meet commitments more consistently, obstacles are resolved faster, and areas work in a more aligned way with shared priorities and consistent follow-up mechanisms.
The leadership team spends more time solving problems and making decisions, and less time on reporting or unnecessary coordination. Recurring problems receive structural solutions, functional leaders operate with greater autonomy, service execution is more predictable, routine escalations to the CEO decrease significantly, and the CEO frees up time to focus on strategy, growth, leadership, and high-impact relationships.