Head of People & Site

PosiTrace Inc.; Región Centro; Presencial; MXN 1.200.000 - 1.800.000; Jornada completa

Descripción de la vacante

PosiTrace Inc. is seeking a site-leadership HR leader for our Guadalajara office. You will own the people function, hiring processes, performance management, and local labor compliance, reporting to the CEO/COO with a dotted line to Vancouver HR.

You will build systems and processes, partner with functional leaders, and guide the site’s people strategy as the company scales its Mexican operations.

Formación

• Fully bilingual Spanish and English.
• Experience building and leading people operations for 30–150+ employees.
• Ability to design role scorecards, performance processes and onboarding programmes.
• Experience handling labor compliance and interactions with authorities in Mexico.

Responsabilidades

• Own the Mexico people function and site operations for Guadalajara.
• Lead talent lifecycle from hiring through exits, including probation and performance processes.
• Maintain LFT/IMSS and INFONAVIT compliance and local labor regulations.
• Coordinate with external counsel on labor matters and compliance.
• Develop annual training plans and onboarding curricula; establish site cadence and reporting.

Conocimientos

Bilingual Spanish and English

People leadership

Coaching managers

HR policy development

Educación

MBA or equivalent

Descripción del empleo

PosiTrace builds fleet telematics, connected cameras and asset tracking solutions for transport, logistics and industrial fleets. We are a founder-led, profitable company of approximately 80 people across Vancouver and Guadalajara.

Mexico is our largest market by recurring revenue. Our Guadalajara team is approximately 33 people across support, engineering, installations, customer success, finance and sales.

The Role

You will lead the people function and site operations for our Guadalajara office. Each function reports to a functional leader in Vancouver. Your role is to ensure those leaders have strong teams in Mexico, the site operates with a clear cadence, and people and labour compliance are maintained.

You will report to the CEO and COO, with a functional reporting line to our HR Manager in Vancouver.

This is a site-leadership role, not a general-manager role. You will own hiring processes, performance management, employee development, people operations, site operating cadence and local labour compliance. Functional leaders retain decision-making authority for their teams, customers, pricing and budgets.

There is no HR team reporting to you initially. You will be directly involved in the full people lifecycle, from writing role scorecards and interviewing candidates to maintaining employee records and managing exits.

You should be comfortable working at both the strategic and operational level. One day may involve advising a manager on performance; the next may involve working with an installer or reviewing a compliance issue on site.

This role is suited to someone who enjoys building systems while remaining close to the people and operations those systems support.

What You OwnTalent and Performance

• Own the talent process from hiring through development and exit.
• Create role scorecards for management positions and structured interview processes.
• Conduct reference checks and maintain consistent selection standards.
• Establish written probation criteria and review processes.
• Run quarterly manager calibration with the CEO and functional leaders.
• Establish the site's performance cadence: weekly site leadership meetings, monthly site scorecards and quarterly reviews.
• Make performance standards and processes clear; managers remain accountable for results.

People Operations — Mexico

• Maintain LFT-compliant employment contracts and employee records.
• Manage IMSS and INFONAVIT requirements.
• Own onboarding and offboarding processes.
• Coordinate labour matters with external counsel.
• Run employee engagement pulses and development planning.
• Ensure people processes are documented and consistently applied.

Labour and Regulatory Compliance

• Conduct twice-yearly internal audits covering employee files and workplace safety, with documented corrective actions and follow-up.
• Maintain the statutory compliance calendar.
• Keep the Reglamento Interior de Trabajo current and properly deposited.
• Maintain the compliance with NOM-035 and applicable harassment and discrimination requirements.
• Maintain the company's health and safety programme and supporting evidence.
• Validate REPSE compliance for partner installers where applicable.

Certifications and Field Compliance

• Maintain a live certification and training matrix for the Guadalajara team.
• Track DC-3 records and required credentials for work at height, electrical work and materials handling.
• Track driving licences by required class.
• Track customer‑specific site inductions and other requirements that could prevent an installation from proceeding.
• Maintain expiry alerts so requirements are addressed before they lapse.

Field Enablement

• Ensure installers have the tools, PPE, uniforms and secure storage required to perform their work safely and effectively.
• Use documented hazard analysis to determine PPE requirements for each job type.
• Maintain signed PPE and equipment records.
• Establish replacement cycles for equipment and uniforms.

Training and Development

• Build an annual training plan with each functional manager.
• Document operational knowledge and convert it into repeatable training and procedures.
• Develop onboarding curricula with competency sign-off before employees work independently.
• Maintain training records and issue and file required constancias.

Hiring and Employee Exits

• Establish probation criteria at the beginning of employment and document performance throughout the process.
• Ensure performance issues and management actions are documented appropriately.
• Coordinate employee exits with the relevant manager and external counsel.
• Ensure terminations and settlements are handled correctly, including through the Centro de Conciliación when required.

Site Operations

• Manage the relationship with the landlord and coordinate facilities matters.
• Maintain the site compliance calendar and escale issues when required.
• Coordinate and host HQ visits.
• Serve as the local company representative for the Guadalajara team.

What You Do Not Own

You will not own customers, pricing, banking, procurement approvals or the P&L of any function. Functional leaders retain responsibility for their teams, customers, pricing and budgets.

Who You Are

You have built or led people operations in a company of approximately 30–150 people and helped establish the processes needed to scale toward 150–500 people.

Relevant backgrounds could include:

• First or second People/HR hire at a growing company.
• Head of People or HR at a nearshore software or services company.
• HR consultant who has built HR functions from the ground up for multiple SMEs and now wants an in-house leadership role.

You should be able to demonstrate the work you have personally done. For example, you can show or explain:

• A role scorecard or hiring process you created.
• A probation or performance process you designed.
• A performance or OKR cadence you implemented.
• A hiring decision where you recommended against hiring and can explain why.

Required Experience

• Strong employer-side knowledge of Mexican labour law, including LFT, IMSS and labour practices.
• Experience handling labour matters through the Centro de Conciliación and, where applicable, labour tribunals in Jalisco.
• Experience managing an STPS or IMSS inspection from the employer side and closing corrective actions.
• Working knowledge of the NOMs relevant to field and installation teams.
• Fully bilingual Spanish and English.
• Business education, MBA or equivalent is a plus.
• Experience working in a US-, Canadian- or European-owned company reporting to a foreign head office is preferred.

You are direct, practical and comfortable coaching managers and employees. When performance does not improve after appropriate coaching, you can manage exits professionally and in accordance with company policy and Mexican law.

Our Process

The selection process will include scorecard-based interviews with the CEO, COO and HR Manager, followed by a short case exercise based on anonymised site data. The case will ask you to outline your first 90 days for the Mexico people function.

References will be conducted as part of the process.