Human Resources Director

The Role: They are building something rare: a platform business with the speed of a startup. You will own the people function that makes it work. You will design the performance systems, build careers, embed culture across teams, and make the whole organization more effective as it scales — starting from strong foundations and evolving them as fast as the business does. You will lead HR operations, develop talent, and sit side by side with leadership to make our flat, team-based model hum without losing the entrepreneurial edge that got us here. This is a global role with real reach. You will set the people agenda across multiple business units around the globe and lead an HR Manager in Belize, and the Generalist in Miami – with the goal of raising the bar everywhere they operate. What You'll DoEmbed & Scale Performance Systems Develop and own quarterly performance cycles with strong manager adoption Design and sharpen goal-setting and KPI frameworks as we learn what moves the needle Ensure transparent compensation/bonus decisions Train managers on effective performance conversations Drive Learning & Development Design training programs that build capability across every BU and function Carve out career paths that keep high performers growing in a flat structure Coach leaders operating in a matrix organization (BU and Functional Team) Build onboarding that embeds culture and operating principles from day one Strengthen Organizational Effectiveness Partner with the CEO on org design challenges as the company scales — be a voice in the room where the hard calls happen Advise on team dynamics and cross-functional collaboration Turn engagement data into action and eliminate the friction points Balance autonomy with alignment as complexity grows Execute HR Operations Manage employee relations, compliance, and benefits administration with care and consistency Lead recruiting for the critical roles, partnering with external recruiters as needed Maintain global policies sharp for a primarily in-office workforce Ensure HRIS and systems support the business needs Lead the HR Manager in Belize, setting consistent global practices Wield real HRIS depth — selection, configuration, and reporting — with Rippling experience a strong plus Build Culture That ScalesLive the company values loudly and hold others to them Build one integrated culture and spread the best practices across every BUDesign recognition programs that celebrates the behaviors the company values Measure engagement regularly and act on what you hear Keep the entrepreneurial spark alive as headcount grows Who You Are7–10 years of HR leadership experience with recent time in digital or platform businesses; background across diverse organizational conte3xts (large organizations, mid-market, and startups) Multi-business-unit experience is a must – managing and aligning people practices across several Bus with different needs and rhythms Global scope, including oversight of HR in other geographies Startup experience is extremely helpful — comfort building the function from the ground upYou have built or scaled HR systems inside team-based or agile organizations Hands-on with performance management, compensation design, and talent development Demonstrated experience contributing to business solutions — you bring talent and people insight into commercial and operational decisions, not just HR program delivery You have managed teams and collaborated across functions without relying on hierarchy MindsetPartner-first — you collaborate, lead, and enable rather than gatekeep Player/Coach — you scan think strategically about how talent drives business outcomes and you also roll up your sleeves to execute the day-to-day Transformational builder — you develop systems, then evolve them based on what actually works Pragmatic — you ship "good enough," learn fast, and iterate based on feedback Data-informed — you measure outcomes and adjust based on what's working Environment FitYou thrive in a fast-paced, multi-BU business where speed matters You are comfortable with change and ambiguity — that's where you do your best work You are naturally collaborative and don't need an org chart to get things done You move easily between strategic thinking and rolling up your sleeves If you want to build the people function of a platform business — with the scope, the autonomy, and the leadership access to make it real — we would love to speak with you. Please submit your resume and cover letter to Executive Rhythm for consideration. We appreciate your time and interest!