Hr Business Partner

Scaleup; A distancia; MXN 1,079,000 - 1,439,000; Jornada completa

Descripción de la vacante

Una empresa innovadora de transporte en Ecatepec de Morelos busca un HR Business Partner para diseñar e implementar procesos de recursos humanos en un entorno remoto. El rol abarca desde la gestión del reclutamiento y selección hasta la creación de estructuras de compensación. Se requieren más de 5 años de experiencia en HR, preferiblemente en startups, con habilidades en la gestión de equipos multiculturales y trabajo remoto. La posición es totalmente remota y enfocada en el crecimiento y desarrollo de las personas.

Formación

• Más de 5 años de experiencia progresiva en recursos humanos, incluyendo 2 en startups.
• Capacidad para diseñar e implementar procesos de HR desde cero.
• Comodidad al trabajar con equipos multiculturales y en múltiples zonas horarias.

Responsabilidades

• Creación de procesos de reclutamiento y selección.
• Diseño y documentación de políticas y flujos de trabajo de HR.
• Fomentar un ambiente de trabajo positivo y gestionar relaciones laborales.

Conocimientos

Experiencia progresiva en HR (5 años)

Diseño y implementación de procesos de HR

Trabajo remoto con equipos multiculturales

Experiencia con empresas de EE. UU.

Autonomía y proactividad

Coaching de gerentes

Entendimiento de marcos de compensación

Descripción del empleo

Descripción del trabajo

We're Hiring: HR Business Partner (Remote - Full Time)

Hi there!
We're Scale Up, and we're on the lookout for a talented HR Business Partner. If you're passionate about people, processes, and building a great work culture, we'd love to hear from you!

About the Client

Our client is a leading ground transportation solutions provider, dedicated to simplifying the travel experience for millions of users worldwide. They offer a comprehensive marketplace for ground transportation, integrating services from shuttle buses to luxury limousines. Their innovative technology ensures a smooth booking process, and their commitment to quality service guarantees a reliable and stress-free travel experience. As a growing startup operating in a fully remote and multicultural environment, they are now focused on strengthening their internal operations and building the foundations for long-term, people-centered growth. With a team distributed across multiple countries and time zones, they foster a dynamic, collaborative, and agile culture — one that values ownership, continuous learning, and customer obsession.

About the Role

You'll have a key part in shaping and driving the company's People strategy by creating, improving, and rolling out HR processes across the whole employee journey. Working closely with leadership, you'll be a trusted partner while also handling the day-to-day HR tasks—balancing big‑picture thinking with getting things done. This is a fully remote role that needs someone who takes ownership, is proactive, and can build solid HR foundations in a fast-moving startup environment. You'll be leading the setup and continuous improvement of core People processes, working mostly solo for now.

Responsibilities

• Recruitment and Selection
• HR Process Design & Documentation – Create, implement, and continuously improve scalable HR policies, workflows, and internal guidelines across the employee lifecycle. Make sure everything is well‑documented and accessible for a fully remote and distributed team.
• Employee Relations & Culture – Act as a go‑to resource for employees, fostering a positive work environment through active listening, conflict mediation, and culture‑building initiatives that promote inclusion, trust, and collaboration.
• Engagement & Team Experience – Keep a pulse on how the team is feeling through regular feedback, surveys, or informal check‑ins. Use that input to launch initiatives that boost morale, recognition, and connection, especially important in a remote setup.
• Performance Management – Design and roll out a performance management process that works for the entire company. You'll define how and when feedback is given, how goals are set and tracked, and how people grow in their roles. A big part of this will also be helping managers become better leaders—coaching them on how to evaluate their team fairly, give useful feedback, and support their team members' development over time.
• Performance, Compensation & Benefits – Oversee performance review cycles and ensure outcomes are linked to promotions, raises, or development plans. Design fair and competitive compensation and benefits structures across regions, and support the administration of payroll, bonuses, and incentive programs.
• People Analytics – Collect and analyze key HR metrics (e.g. time to hire, turnover rates, engagement trends) to generate insights and recommend actions that support business and people goals.

Skills & Qualifications

• 5+ years of progressive experience in HR, with at least 2+ years working in startups or fast‑scaling environments where things move quickly and change often.
• Proven experience designing, implementing, and owning HR processes from scratch—you've built things like performance frameworks, onboarding flows, feedback cycles, or compensation structures, and you know how to tailor them to fit a growing team.
• Strong track record working remotely with decentralized, multicultural teams, ideally across multiple time zones. You're comfortable building relationships and solving problems without needing to be in the same room (or country) as your colleagues.
• Previous experience supporting or working for U.S.-based companies, with a strong understanding of cultural expectations, work rhythms, and communication styles in that context.
• Autonomous and proactive—you don't wait for instructions. You spot what needs to be done, take the lead, and move things forward with minimal oversight.
• Strategic but hands‑on—you can partner with leadership on big‑picture people topics, and then roll up your sleeves and make them happen yourself.
• Comfortable coaching managers and supporting leadership development—you know how to guide people leaders through tough conversations, org changes, and team growth.
• Solid understanding of compensation and benefits frameworks, and how to adapt them across regions in a fair, consistent, and scalable manner.