HR Director
OnHires · Posted 1w 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 People & Talent Leader who wants to build the entire HR machine from the ground up - without legacy systems or bureaucracy - to create a global, tech-forward People function that serves as a primary competitive advantage for the business.
About the Role
This role is a unique chance for a seasoned professional with leadership courage to drive significant organizational change in a dynamic global Fintech environment:
Global Reach: We operate across Europe, LATAM, Africa, and Asia, handling millions of transactions. You will design talent strategies for a truly distributed, cross-cultural workforce.
Critical Scale-Up Phase: You join at the exact moment of transition from startup to scale-up (60 → 200+ people), allowing you to build the "HR machine" correctly from scratch.
High Impact & Autonomy: This is the opportunity to build 10x faster than in a large corporation, bringing essential systemization to a rapidly growing business.
Regulatory & Tech Focus: Involvement in the move toward obtaining EMI licenses in the UK/Malta and integrating AI-driven efficiency into the workforce, adding high complexity and growth potential.
Key Responsibilities
You will own the entire HR function end-to-end: Strategy, Tech/Tools, Processes, Team, and Culture.
First 60 Days: Foundations for Scale
Audit & Tech Assessment: Conduct a full audit of the current state (team, compliance, compensation, and key metrics). Evaluate where workflows can be optimized or automated using AI-driven tools.
12–18 Month HR Strategy: Define a scalable organizational structure, roles, clear grading, and international growth plans aligned with business P&L.
Base Processes Launch: Implement essential, frictionless base processes: Tech-enabled Onboarding, Probation checkpoints, and Performance metrics.
Standardized Recruitment System: Build a data-driven recruitment machine — from high-quality job descriptions to interview guides, no-nonsense candidate assessment, and manager training.
HR Dashboards: Implement first critical HR metrics: Time-to-hire, Quality of Hire, and Retention signals.
Next 12 Months: Full Cycle, Tech Automation & Culture
Complete HR Lifecycle: Establish a seamless, global lifecycle: hiring, adaptation, continuous development, Performance Reviews, and offboarding.
Global Operations & EOR: Launch and manage HR operations in regional hubs (Africa, LATAM, Europe, Asia), effectively utilizing modern global payroll and Employers of Record (EOR) solutions.
Data-Driven OKRs & Grading: Create a transparent system for OKRs and compensation tied strictly to market rates and business results.
Shape the A-Players Culture: Anchor and defend a culture of extreme Ownership, Speed, Radical Candor, and Zero Politics. Ensure low performance is resolved quickly and professionally to protect talent density.
Build Your Team: Hire, mentor, and lead HR Generalists and Talent Acquisition professionals as the company scales.
Modern Tooling: Select and implement the right stack of modern HRIS, ATS, and automation tools to augment the team's efficiency.
Leadership Enablement: Create a program to coach and train first-time and seasoned managers in modern hiring, team development, and effective feedback.
Requirements
Experience & Expertise
5-7+ years in HR/People Ops with a verified track record of building the entire HR function from scratch in high-growth startups or scale-ups (scaling from ~50 to 200+ people).
Fintech, Crypto, High-Growth SaaS, or Multi-regional structure experience is essential. Understanding the speed, compliance, and dynamics of these verticals is a must.
Global Mindset: Proven experience managing globally distributed teams and dealing with international employment compliance/EOR setups.
Skills & Approach
Strategic Thinking + Tech-Augmented Execution: Ability to design long-term People Strategy while remaining hands-on enough to launch an onboarding process in a week using modern AI and automation tools.
Data-Driven & Business-Minded: Managing HR exclusively through metrics, with a deep understanding of how talent strategy impacts financial performance and organizational efficiency.
Hiring at Speed: Proven capability to scale teams and fill critical positions quickly without sacrificing quality or culture fit.
Leadership Courage & Influence: Uncompromising integrity and the confidence to work as a true business partner to the CEO and C-level team, challenging business decisions when necessary based on data and human capital insights.
Character
System Builder: Enjoys creating clean, scalable structures and intuitive processes where none exist; cuts through noise effectively.
Ownership Mindset: Takes full responsibility for the ultimate results (talent density, hiring speed, retention).
Pragmatism and Speed: Chooses simple, high-impact solutions that work; thrives in uncertainty and acts decisively.
What’s Offered
Influence & Autonomy: Full ownership of the global HR function with direct access and reporting to the CEO and founders. You get the budget, trust, and authority to experiment and innovate.
Fast-Track Career Growth: Clear path to Head of People / CHRO as the company scales globally. Dedicated budget for building your own HR team and tool stack.
Financials: Competitive Base Salary (Top 10% of the market) + KPI-Driven Bonus + B2B Contract with the opportunity to work from Europe.
Culture: English-first, data-driven, meritocratic environment. Work with a team of true A-Players.