HR Director (Head of People)

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 professional who wants to build the entire HR-machine from the ground up - without legacy systems or bureaucracy - to create a global People function that serves as a competitive advantage for the business. About the Role This role is a unique chance for a seasoned professional to drive significant organizational change in a dynamic global Fintech environment: • Global Reach: We operate in Europe, LATAM, and Africa, handling millions of transactions across cards, 60+ APMs, and crypto. • Critical Phase: You join at the exact moment of transition from startup to scale-up, allowing you to build the "HR machine" correctly from the ground up. • High Impact: This is the opportunity to build 10x faster than in a large corporation or to bring essential systemization to a rapidly growing startup. • Regulatory Focus: Involvement in the move toward obtaining EMI licenses in the UK and Malta, adding complexity and growth potential. Key Responsibilities You will own the entire HR function end-to-end : Strategy, Processes, Team, and Culture. First 60 Days: Foundations for Scale • Conduct a full audit of the current state: team, processes, compensation, and key metrics. • Develop the 12–18 month HR Strategy: define structure, roles, grading, and growth plans. • Launch essential base processes: Onboarding, Probation, and Performance Checkpoints. • Build a standardized recruitment system: from job descriptions to interview guides and candidate assessment. • Implement first critical HR metrics and dashboards: Time-to-hire, Quality of Hire, and Retention. Next 12 Months: Full Cycle & Culture • Establish the complete HR lifecycle: hiring, adaptation, development, Performance Review , and offboarding. • Create a data-driven system for OKR, grading, and compensation , tied to market rates and results. • Shape and defend the A-Players Culture : emphasizing Ownership, Speed, Feedback, and Zero Politics. • Launch HR operations in regional hubs: Africa, LATAM, Europe, and Asia. • Build your team: Hire HR Generalists and HR Business Partners as the company scales. • Implement necessary systems: HRIS, ATS, and performance management tools. • Create a Leadership Enablement program to train managers in hiring and team development. Requirements Experience & Expertise • 5-7+ years in HR with a verified track record of building the HR function in startups or scale-ups (60 → 200+ people). • Proven track record of building HR systems from scratch (understanding the difference between a theoretical process and a functional system). • Experience in Fintech, high-growth, or multi-regional structures is essential. Skills & Approach • Strategic Thinking + Operational Execution: From long-term People Strategy to launching onboarding in a week. • Data-Driven: Managing HR exclusively through metrics: Time-to-hire, Quality of Hire, Retention, eNPS. • Hiring at Speed: Ability to fill critical positions quickly without sacrificing quality. • Leadership and Influence: Ability to work directly with and influence the CEO and C-level team. Character • System Builder: Loves to create structure and process where none exists. • Ownership Mindset: Takes full responsibility for the results (speed of hiring, quality of people). • Pragmatism and Speed: Chooses solutions that work, acts quickly in uncertainty. What’s Offered • Influence & Autonomy: Full ownership of the HR function with direct access to the CEO and founders. You get the budget and authority to experiment. • Career Growth: Clear path to Head of People / CHRO as the company scales. Budget for building your HR team and tools. • Financials: - Competitive Base Salary (Top 10% of the market). - KPI-Driven Bonus. - B2B Contract, opportunity to work from Europe. • Culture: English-first, data-driven environment. Work with A-Players; low performance is resolved quickly to protect the culture. Originally posted on Himalayas