HR Director (Head of People)

OnHires · Albania, Andorra, Austria, Belarus, Belgium, Bosnia and Herzegovina, Bulgaria, Croatia, Cyprus, Czechia, Denmark, Estonia, Faroe Islands, Finland, France, Germany, Gibraltar, Greece, Guernsey, Holy See (Vatican City State), Hungary, Iceland, Ireland, Isle of Man, Italy, Jersey, Kosovo, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Moldova, Monaco, Montenegro, Netherlands, North Macedonia, Norway, Poland, Portugal, Romania, San Marino, Serbia, Slovakia, Slovenia, Spain, Svalbard and Jan Mayen, Sweden, Switzerland, Ukraine, United Kingdom, Åland Islands · posted today ago

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About this role

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.