HR Director (Head of People)

OnHires; España; Híbrido; EUR 70.000 - 100.000; Jornada completa

Descripción de la vacante

A dynamic payment platform is seeking an HR Leader to build and manage the HR function from the ground up. Ideal candidates will have extensive experience in HR for startups or scale-ups and a successful track record in creating efficient HR systems. This role offers autonomy, a competitive salary, and the opportunity for significant leadership growth within the organization in a data-driven environment.

Servicios

Influence & Autonomy

Career Growth

Competitive Base Salary

KPI-Driven Bonus

Formación

• 5-7+ years in HR with track record in startups or scale-ups.
• Proven track record of building HR systems from scratch.
• Experience in Fintech or high-growth sectors is essential.

Responsabilidades

• Own the entire HR function end-to-end: Strategy, Processes, Team, and Culture.
• Conduct a full audit of the current HR state.
• Develop a 12–18 month HR Strategy defining structure and roles.

Conocimientos

Strategic Thinking + Operational Execution

Data-Driven

Hiring at Speed

Leadership and Influence

Descripción del empleo

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.

About the Role

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.

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.