Managing Director — Employer of Record (EOR) Business Unit

Mercans; Dubai; Sur place; AED 800 000 - 1 200 000; Plein temps

Résumé du poste

Mercans is seeking a Managing Director for the Employer of Record (EOR) Business Unit. This leadership role owns the P&L, sets strategy, builds the go-to-market engine, and shapes the operating model to drive rapid international growth across EOR, global mobility, BPO, and HR advisory services.

You will report to the Group CEO and lead a cross-functional team to scale the business, expand into new markets, and strengthen client relationships while ensuring compliance and service quality across

Qualifications

• 15+ years in senior general-management, operations, or workforce-services leadership.
• Proven track record of taking a P&L through high-growth phases.
• Experience building and leading enterprise/B2B sales organizations.

Responsabilités

• Own EOR Business Unit P&L end to end, including revenue growth and cost-effective scaling.
• Define and execute long-term growth plans aligned with corporate goals.
• Lead financial planning, budgeting, and investment cases for growth and market entry.
• Design and build a repeatable GTM engine for new-logo acquisition across enterprise sales, partnerships, and channels.

Connaissances

P&L ownership

Enterprise sales

Strategic leadership

Global mobility

Formation

Bachelor's degree in Business/HR/Finance

MBA preferred

Outils

CRM systems

Description du poste

Managing Director — Employer of Record (EOR) Business Unit

Lead and scale a global business. Own the strategy, the growth, and the outcome.

About Mercans

Mercans is a global workforce solutions company. Through technology-led services spanning Employer of Record (EOR), global mobility, business process outsourcing (BPO), and HR advisory, we help organizations hire, manage, and support talent across borders — compliantly and at scale. As international hiring accelerates, our EOR Business Unit is one of our most strategic growth engines, and we are investing to lead the market.

The Opportunity

This is a growth mandate, not a caretaker role. We are looking for a strategic, growth-oriented business leader to scale our EOR Business Unit significantly across international markets — spanning Employer of Record, global mobility, BPO, and HR advisory services. This is a genuine business-unit leadership role: you will own the P&L, set the strategy, build the go-to-market engine, and shape the operating model. You will be measured on how much you grow the business, not on how well you maintain it.

You will report to the Group CEO, sit at the leadership table, and have the mandate and autonomy to reshape how the business unit sells, delivers, and scales — while protecting the service quality and compliance standards our clients rely on.

What You'll Own

In your first 12–24 months, your priorities will be to:

• Grow revenue and market share significantly while protecting healthy unit economics.
• Build a repeatable go-to-market and new-logo acquisition engine across enterprise sales, partnerships, and channels — rather than relying on inbound demand or existing accounts.
• Expand the footprint — enter priority new markets and build the in-country entity and partner network that global growth depends on.
• Grow across and between service lines — EOR, global mobility, BPO, and HR advisory — including cross-sell and expansion within existing clients.
• Sharpen differentiation — position our compliance depth and, in partnership with Product and Engineering, our technology and automation, as clear competitive advantages, and build industry-specific propositions.
• Build the team and operating model to sustain that growth — hiring ahead of the curve and designing an organization that scales.

Key Responsibilities

Strategic Leadership & P&L Ownership

• Own the EOR Business Unit P&L end to end — accountable for revenue growth, margin, and the sustainable, cost-effective scaling of operations.
• Define and execute a long-term vision and multi-year growth plan aligned with corporate goals.
• Lead financial planning, budgeting, forecasting, and the investment case for growth, including build, partner, or acquire decisions for new-market entry.
• Continuously assess market trends and the competitive landscape, and translate them into strategic moves.
• Lead cross-functional collaboration with sales, marketing, product, engineering, finance, legal, and HR.
• Report business performance, market analysis, and strategy to the Group CEO and the Board on a defined cadence.

Growth, Revenue & Go-To-Market

• Design and execute a high-impact go-to-market strategy that drives new-logo acquisition and market-share gains.
• Own new-logo bookings, pipeline, win rate, and sales-cycle performance — own the number, not just the activity.
• Build and lead the enterprise / B2B sales organization; develop strategic partnerships, channels, and referral networks as primary growth levers.
• Drive expansion and retention within existing accounts through additional markets, headcount, and services.
• Develop pricing models and value propositions grounded in market insight.
• Set the demand-generation strategy and own the resulting qualified pipeline, with the marketing team executing the tactics.
• Develop and execute a global expansion strategy — identifying, prioritizing, and sequencing new-market entry.
• Build and manage the in-country entity and partner network required to deliver at scale in new geographies.
• Grow the four service lines — EOR, global mobility, BPO, and HR advisory — and build industry-specific propositions for the sectors where Mercans is strongest.
• Ensure the operating model scales efficiently into new markets without compromising service quality or compliance.

Market Positioning & Differentiation

• Establish Mercans as a recognized leader through a clear, defensible positioning strategy.
• Define and articulate the differentiators that set Mercans apart — technology-driven automation, deep compliance expertise, and superior client and employee experience.
• Build a compelling brand narrative and credibility through thought leadership, case studies, and industry events.
• Strengthen relationships with industry analysts to improve market positioning.
• Optimize pricing and value proposition against evolving customer needs and market conditions.
• Partner closely with Product and Engineering — who own the technology and platform strategy — to ensure the roadmap reflects market needs, client priorities, and growth opportunities.
• Act as the voice of the client and the market: translate commercial and customer requirements into clear, prioritized input for Product and Engineering.
• Champion the adoption of new platform capabilities, automation, and AI across the business unit to improve client experience and reduce cost-to-serve.
• Align go-to-market plans with product releases so new capabilities translate into commercial advantage.

Operational Excellence & Scale

• Build scalable, efficient operations across service delivery, onboarding, compliance, and the full client and employee lifecycle.
• Engineer the operating model for growth — standardization, automation, and productivity — while holding a high service-quality bar.
• Instrument the business with the right operating metrics and act on them.

Client & Employee Experience

• Define and implement customer-success frameworks — seamless onboarding, proactive issue resolution, and exceptional delivery.
• Own and scale the “We Care” client-success framework — tiered engagement, Monthly Operational Reviews and Quarterly Business Reviews, and governance — to drive proactive partnership, retention, and expansion.
• Proactively manage escalations so service and compliance issues are resolved before they reach senior leadership.
• Champion employee engagement, satisfaction, and retention across the business unit, and strengthen employer branding to position Mercans as a top employer in global workforce services.

Compliance & Risk as Competitive Advantage

• Treat compliance breadth as a moat, not just a risk to contain — lead with Mercans' statutory and employment-compliance depth across complex markets as a primary reason clients choose and stay with us.
• Ensure strict compliance with global employment laws, statutory obligations, and data-privacy standards (such as GDPR and CCPA).
• Develop a proactive risk-management framework covering employment, tax, and contractual liabilities.
• Partner with legal, tax, and compliance teams to enable fast, legally sound entry into new markets.

Team Building & Organizational Scaling

• Design and build the organization needed to hit the growth plan — sales, delivery, and operations — hiring ahead of demand.
• Attract, develop, and retain senior talent, and raise the bar on performance.
• Set clear goals, accountability, and a high-performance culture across the business unit.

What You’ll Bring

• A proven scaler. 15+ years' experience, including senior general-management, operations, or workforce-services leadership, with a demonstrated track record of taking a P&L through a high-growth phase — growing a business by a meaningful multiple, not simply holding a senior title.
• Revenue and go-to-market ownership. Experience building and leading an enterprise / B2B sales organization and driving new-logo growth; comfortable owning bookings and pipeline directly.
• Global services expertise. Deep understanding of EOR, global mobility, BPO, and/or HR advisory services, and of the compliance and operational complexity of delivering across multiple jurisdictions.
• Market-entry and network experience. Experience building or operating an in-country entity or partner network for global delivery.
• A commercial technologist's mindset. Knows how to turn platform, automation, and AI capabilities into growth and better client experience by partnering effectively with Product and Engineering — without needing to own the technical roadmap.
• Strategic and hands-on. Sets direction and still executes, with strong commercial judgment and execution rigor.
• Leadership and influence. Excellent leadership, communication, and stakeholder-management skills, including at Board level.
• Education. Bachelor's degree in Business, HR, Finance, or a related field; Master's / MBA preferred.

What Success Looks Like

Within your first 12–24 months, success means:

• The business unit is growing materially faster than when you joined, with a healthy pipeline and a repeatable new-logo engine in place.
• Mercans has entered priority new markets and stood up the entities and partners to serve them.
• Growth is coming from across all four service lines, including cross-sell and expansion within existing clients.
• Client retention, satisfaction, and service levels remain excellent through the growth phase — with no unmanaged critical escalations reaching the Board.
• The organization, leadership team, and operating model are built to sustain the next phase of growth.

Why Mercans

• Own a strategic, high-visibility business unit with a direct line to the Group CEO and the Board.
• Real autonomy and the mandate to build — this is a role for someone who wants to shape a business, not inherit a status quo.
• A global, fast-moving, technology-led environment at the center of how the world hires and manages talent across borders.
• Competitive compensation aligned to the seniority and impact of the role.

Mercans is an equal-opportunity employer. We welcome applicants from all backgrounds and are committed to building a diverse and inclusive workforce.