Director of People Operations & Global Talent

Remote; San Francisco (CA); Remote; USD 31,000 - 36,000; Full time

Benefits offered by this job

Annual performance-based bonus

Health insurance allowance

Internet stipend

Fully remote (LATAM)

Job summary

Remote is seeking a Director of People Operations & Global Talent to manage US HR compliance, global talent acquisition, and scalable offshore recruiting. You will transition compliance from an external provider, strengthen risk management, and build consistent HR governance while sourcing international professionals across finance, operations, and admin.

You will implement EOS-powered processes, develop offshore playbooks, and integrate AI tools into HR workflows to support long-term growth.

Qualifications

• At least 5 years supporting US employers via EOR/BPO or offshore HR services.
• Experience managing multi-state US payroll, FLSA classification, and employee handbooks.
• Proven success in full-cycle international recruitment for remote roles.
• Strong English writing and policy drafting skills.
• Active use of AI tools in screening, research, and policy development.

Responsibilities

• Take ownership of US HR compliance within 90 days and transition from external provider.
• Develop an escalation playbook for legal referrals and compliance issues with California specifics.
• Verify EPLI coverage across portfolio companies by Day 60.
• Lead offshore recruitment to source, assess, and hire professionals in finance, operations, and admin.
• Create an offshore talent playbook with salary benchmarks and screening frameworks.
• Maintain candidate pipelines and interview records with focus on hours, compensation, and retention.
• Evaluate global employment models including EOR and direct contracting.

Skills

US HR compliance

Global talent acquisition

Multi-state payroll

English proficiency

AI in HR workflows

Executive stakeholder mgmt

Offshore recruitment

Tools

Deel

Remote

Multiplier

Job description

Our partner is looking for a Director of People Operations & Global Talent based in Brazil.

This full-time, fully remote leadership role combines US HR compliance, global talent acquisition, and strategic people operations.
Reporting directly to a Partner, you will take ownership of internal HR processes while building a scalable offshore recruitment engine.
You will lead the transition of US HR compliance responsibilities from an external provider, strengthen employment risk management, and establish consistent HR governance.
At the same time, you will source and recruit high-caliber international professionals across finance, operations, and administrative functions.
The role also involves evaluating global employment models, developing operational playbooks, and integrating AI tools into HR workflows.
Working in a performance-driven environment guided by the Entrepreneurial Operating System (EOS), you will help build the people infrastructure needed to support long-term business growth.

Accountabilities

• Take full ownership of US HR compliance within the first 90 days, managing a structured transition from the existing fractional HR provider during the initial 1-8 weeks.

• Develop a written escalation playbook defining when employment matters must be referred to legal counsel, including terminations involving protected classes, FMLA/ADA interactions, worker classification changes, harassment or retaliation complaints, and California-specific compliance issues.

• Verify Employment Practices Liability Insurance (EPLI) coverage across all portfolio companies by Day 60, supporting the objective of maintaining zero compliance incidents.

• Manage multi-state US payroll, FLSA employee classification, leave administration, employee handbooks, and HR policy development in coordination with external employment counsel.

• Build and manage an offshore recruitment pipeline to source, assess, and hire qualified professionals in finance, accounting, operations, and administrative functions.

• Lead full-cycle recruitment processes, launching priority searches within the first week and evaluating candidates against clearly defined scorecards.

• Create a comprehensive offshore talent playbook by Day 90, including regional salary benchmarks, sourcing channel maps, and screening frameworks tailored to remote hiring.

• Maintain structured candidate pipelines and interview records, assessing working-hour compatibility, compensation expectations, and long-term retention potential.

• Evaluate global employment infrastructure options, including direct contractor arrangements, Employer of Record (EOR) platforms such as Deel, Remote, and Multiplier, and foreign legal entities.

• Conduct worker misclassification risk assessments and recommend appropriate employment structures based on relevant regional requirements.

• Standardize contractor agreements covering termination-for-convenience provisions, 30-day notice periods, intellectual property assignment, and confidentiality protections.

• Integrate into the organization's EOS operating rhythm by facilitating weekly Level 10 (L10) accountability meetings, tracking scorecards, and defining strategic Quarterly Rocks.

• Develop retention and benefits frameworks for contractor teams, including performance-based Q4 bonuses, health and internet stipends, and locally appropriate holiday calendars.

• Complete preparation for the SHRM-SCP certification within the first 90 days and earn the credential within the first six months.

Requirements

• At least 5 years of hands-on experience supporting US employers through a BPO, Employer of Record (EOR), or offshore HR services firm. Domestic-only HR experience outside the US does not meet this requirement.

• Proven experience managing multi-state US payroll, FLSA classification, leave administration, and employee handbook implementation.

• Demonstrated success in full-cycle international recruitment, particularly for remote finance, operations, accounting, and administrative positions.

• Practical knowledge of regional talent markets, local salary benchmarks, sourcing channels, and candidate counteroffer dynamics.

• Near-native written and spoken English proficiency, with the ability to draft formal HR policies, develop operational playbooks, and lead executive-level discussions.

• Active, daily use of AI tools such as ChatGPT and Claude for candidate screening, research, document drafting, and policy development, supported by practical examples of applied workflows.

• Strong understanding of global workforce models, contractor arrangements, EOR solutions, and employment misclassification risks.

• Excellent organizational, analytical, communication, and stakeholder management skills.

• Ability to work independently, manage sensitive employment matters, and maintain high standards of confidentiality and accountability.

• Full-time availability aligned with US Central and Eastern Time business hours, with flexibility generally between 8:00 AM and 6:00 PM Eastern Time for scheduled team meetings.

• A dedicated home office with enterprise-grade fiber internet and verified backup power and internet connectivity.

• Must be born in Latin America and currently reside in the region. US citizens are not eligible.

• Willingness to complete background and reference checks if required.

Preferred Qualifications

• Previous experience working within the Entrepreneurial Operating System (EOS), including managing Quarterly Rocks, L10 meetings, and scorecards.

• Existing SHRM-SCP or SPHR certification, or readiness to complete the SHRM-SCP examination within six months.

• Experience conducting contractor-versus-EOR classification risk assessments under different regional employment frameworks.

Benefits

• Monthly base salary of USD $2,800-$3,200.

• Annual performance-based bonus tied directly to scorecard outcomes and paid in Q4.

• Monthly health insurance allowance.

• Dedicated high-speed internet stipend.

• Full-time schedule of approximately 40 hours per week, with flexibility between 8:00 AM and 6:00 PM Eastern Time around core team meetings.

• 100% remote work from eligible locations across Latin America.

• Direct collaboration with senior leadership and ownership of global HR and talent operations.

• Opportunity to build scalable people processes and influence workforce strategy across multiple businesses.