• Develop and execute a comprehensive People and Culture strategy aligned with the growth objectives of both People & Culture and BPO divisions.
• Partner with the CEO and executive team to design scalable organizational structures and talent roadmaps.
• Lead initiatives that reinforce a unified culture across geographies and divisions.
• Oversee full employee lifecycle management—from recruitment and onboarding to retention and succession planning.
• Strengthen leadership capabilities and establish structured career development pathways.
• Drive performance management frameworks and data-driven decision-making for workforce optimization.
• Champion initiatives that promote engagement, recognition, and inclusion across diverse teams.
• Develop and embed core values into every level of the organization.
• Create mechanisms for continuous employee feedback, ensuring cultural alignment and high morale.
• Oversee HR operations, compliance, and labor relations across multiple countries and jurisdictions.
• Ensure all HR practices adhere to EOR and BPO labor, tax, and employment standards.
• Establish and monitor HR SLA and KPI systems that improve efficiency, accuracy, and service quality.
• Manage and review service agreements with clients, vendors, and third-party providers in collaboration with Legal and Finance.
• Draft, revise, and interpret employment contracts, vendor agreements, and service-level terms to ensure alignment with business and legal standards.
• Maintain a strong understanding of technical legal matters, including labor compliance, risk exposure, and contractual obligations.
• Act as a bridge between business operations and legal counsel to ensure that People & Culture practices are compliant, transparent, and well-documented.
• Design and implement equitable compensation and benefits frameworks that support retention and competitiveness.
• Align rewards and recognition systems with company goals and employee performance.
• Lead workforce planning strategies to ensure adequate capacity and capability across both divisions.
• Conduct regular market research and competitor analysis on HR best practices, emerging trends, and competitive landscapes in both EOR and BPO sectors.
• Analyze competitor strategies in talent acquisition, retention, and employee experience to identify areas for differentiation and improvement.
• Utilize market insights to pioneer the development of innovative People & Culture programs and policies.
• Drive transformation and process improvement initiatives as the company scales.
• Lead change management programs that strengthen communication, accountability, and adaptability.
• Support cross-functional collaboration to integrate People & Culture with Finance, Operations, and Client Success functions.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (Master’s preferred).
• 10+ years of progressive leadership experience in People & Culture, Human Resources, or Organizational Strategy.
• Proven leadership experience within EOR, BPO, or global outsourcing organizations.
• Demonstrated ability to review, negotiate, and manage client and vendor service agreements.
• Strong working knowledge of labor laws, compliance frameworks, and contract governance in multiple jurisdictions.
• Exceptional skills in communication, executive alignment, and cross-functional collaboration.
• Experience designing scalable people systems and policies across growing organizations.

Core Competencies

• Strategic People Leadership & Business Acumen
• Contract Management & Legal Interpretation
• Organizational Development & Change Management
• Data-Driven HR Strategy & Analytics
• Vendor and Client Relationship Management
• Empathy, Emotional Intelligence & Ethical Leadership
• Cross-Cultural Communication
• Improved retention and engagement across EOR and BPO teams.
• SLA and KPI targets for People Operations are consistently achieved.
• Successful implementation of talent development and leadership programs.
• Zero major compliance or contract disputes.
• Strong culture alignment and measurable improvement in employee satisfaction.