What You\'ll Do
Build a Scalable HR Infrastructure

• Evaluate existing HR operations and identify opportunities to improve efficiency, consistency, and scalability.
• Develop and implement comprehensive HR policies, SOPs, and standardized workflows across the employee lifecycle.
• Establish structured processes for onboarding, employee development, performance reviews, promotions, compensation reviews, and offboarding.
• Implement HR systems and automation tools that reduce administrative work and improve operational efficiency.
• Ensure HR practices support organizational growth while maintaining compliance with applicable employment laws and regulations.

Develop a High-Performance Culture

• Design and implement company-wide performance management frameworks that connect individual contributions to organizational objectives.
• Partner with department leaders to establish clear KPIs, measurable expectations, and accountability systems.
• Build structured performance review processes, including regular evaluations, feedback mechanisms, and performance improvement plans.
• Establish recognition and development programs that reward meaningful contributions and encourage continuous improvement.
• Create an environment where employees understand what success looks like and have the tools and support to achieve it.

Lead Talent Acquisition & Workforce Planning

• Develop recruitment strategies that support the company\'s current and future hiring needs.
• Partner with leadership to identify critical roles, workforce requirements, and organizational gaps.
• Oversee the recruitment team to ensure efficient hiring processes, strong candidate pipelines, and an exceptional candidate experience.
• Establish recruiting KPIs, including time-to-fill, quality-of-hire, offer acceptance rates, and employee retention.
• Strengthen employer branding initiatives to attract professionals who align with High Scale\'s culture and business objectives.

Strengthen Employee Engagement & Retention

• Develop initiatives that improve employee satisfaction, engagement, and long-term retention.
• Implement structured feedback systems, employee surveys, and engagement assessments.
• Analyze turnover trends, identify underlying organizational challenges, and develop actionable retention strategies.
• Establish clear career progression frameworks and professional development opportunities.
• Build strong relationships across departments and create an environment where employees feel supported, challenged, and motivated to succeed.

Develop Leaders & Strengthen Organizational Effectiveness

• Partner with executive leadership to design organizational structures that support business growth.
• Coach managers on effective leadership, performance management, employee development, and conflict resolution.
• Identify leadership development opportunities and implement programs that strengthen management capabilities.
• Establish succession planning frameworks for critical positions.
• Support organizational change initiatives while maintaining clear communication and employee alignment.

Drive Data-Driven HR Decisions

• Develop HR dashboards and reporting systems that provide leadership with visibility into workforce performance.
• Track key people metrics, including employee turnover, retention, recruitment efficiency, absenteeism, and engagement.
• Analyze workforce data to identify trends, operational inefficiencies, and opportunities for improvement.
• Establish regular reporting and review processes with executive leadership.
• Translate HR insights into actionable strategies that improve organizational performance.

Who You Are
Experienced HR Leader

You have 7+ years of progressive HR experience, including at least 3 years in an HR leadership or management position.

You\'ve successfully led HR operations, developed people strategies, and implemented systems that support organizational growth.

Experience in BPO, shared services, professional services, or high-growth organizations is highly preferred.

You have a strong understanding of talent acquisition, employee relations, performance management, organizational development, and HR compliance.
Strategic Thinker & Hands-On Builder

You understand that HR is a strategic business function, not simply an administrative department.

You\'re equally comfortable developing a long-term people strategy and rolling up your sleeves to solve an immediate operational challenge.

You enjoy building processes from the ground up and transforming fragmented workflows into structured, scalable systems.

You recognize opportunities for improvement and know how to turn ideas into measurable results.
Performance & Systems Driven

You have hands-on experience designing and implementing KPI frameworks, employee performance management systems, and HR operational processes.

You\'re comfortable using workforce analytics and business metrics to guide decision-making.

Experience with HRIS platforms, applicant tracking systems, performance management software, and workflow automation tools is highly valued.

Knowledge of organizational development, continuous improvement, and change management methodologies is a strong advantage.
Influential People Leader

You communicate confidently with executives, department heads, managers, and employees at every level.

You know how to navigate challenging conversations, resolve conflicts, and build trust while maintaining accountability.

You can balance employee advocacy with business priorities and make thoughtful decisions that support both.

You lead by example, develop the people around you, and understand how to build a team that consistently delivers results.
Thrives in High-Growth Environments

You see organizational challenges as opportunities to create something better.

You\'re comfortable navigating ambiguity, managing competing priorities, and making decisions in an environment where things move quickly.

You don\'t wait for problems to escalate before addressing them. You anticipate organizational needs, bring solutions to the table, and take ownership of moving initiatives forward.

You bring energy and enthusiasm to your work and inspire others to embrace change, take on new challenges, and continuously improve.
Strong Business Acumen

You understand how people decisions affect productivity, operational efficiency, profitability, and long-term business growth.

You can translate business objectives into practical HR initiatives and communicate their value to executive leadership.

You know how to balance ambitious organizational goals with the realities of building and maintaining a healthy, sustainable workforce.
Perks & Benefits

Shape the Future of High Scale

Build the people strategy, organizational structure, and HR systems that will support the company\'s next stage of growth.

Direct Executive Partnership

Work closely with executive leadership to influence company-wide decisions, develop organizational strategies, and drive meaningful business improvements.

Build a High-Performance Organization

Create performance management systems, leadership development programs, and employee experiences that help talented people reach their full potential.

Real Ownership & Autonomy

Take ownership of the HR function with the opportunity to introduce new ideas, challenge existing processes, and implement meaningful organizational improvements.

Leadership & Career Growth

Play a central role in scaling an international organization, with opportunities to expand your responsibilities as the business grows.

A Culture That Embraces Innovation

Join an ambitious, collaborative team that values curiosity, accountability, creative problem-solving, and the willingness to take on challenges that drive the company forward.