HR Director/ CHRO

About the Opportunity: Lead People Strategy, Culture & Organizational Growth
We are seeking an experienced and strategic HR Director / CHRO to lead the full People function across a fast-growing, remote organization.

This role is ideal for a senior HR leader who can balance business partnership, people strategy, organizational development, employee relations, performance management, and HR operations. You will work closely with the leadership team to build a high-performing, scalable, and compliant people function that supports business growth.

This is not a purely administrative HR leadership role. We are looking for someone who can operate at both strategic and hands-on levels, advising business leaders, strengthening culture, improving workforce effectiveness, and ensuring the company has the right people, structure, and HR practices to scale sustainably.

🔥 Are You the Perfect Fit?
Senior HR Leadership Experience: You have solid experience leading HR, People Operations, HRBP, or organizational development functions, ideally in a fast-paced or remote environment.

Business Partnering Mindset: You are comfortable working directly with founders, senior leaders, and department heads to translate business needs into people strategies.

Strong Employee Relations Judgment: You can handle complex employee relations matters, disciplinary cases, grievances, investigations, and sensitive people issues with maturity and professionalism.

Culture & Engagement Builder: You understand how to build culture intentionally, improve employee engagement, and create an environment where people can perform at their best.

Performance & Talent Focus: You are experienced in driving performance management, talent reviews, succession planning, leadership development, and workforce planning.

Operationally Strong: You can build HR processes, policies, systems, documentation standards, and compliance structures that are practical, scalable, and business-friendly.

Clear Communicator: You can communicate with empathy, authority, and clarity across all levels of the organization, from employees to senior leadership.

Independent & Accountable: You are comfortable leading in a remote environment, making sound decisions independently, and taking ownership of the People function.

Key Responsibilities: Your Core Mission
1. People Strategy & HR Leadership
Lead the overall HR and People strategy in alignment with business goals, company growth, and organizational priorities.

Act as a trusted advisor to the leadership team on people matters, organizational structure, culture, workforce planning, and employee engagement.

Build and continuously improve HR frameworks, policies, processes, and systems to support business scalability.

Provide leadership and direction across HR operations, employee relations, performance management, engagement, talent development, and compliance.

Identify people risks, workforce gaps, leadership challenges, and organizational issues, then recommend practical solutions.

Support leadership in building a high-performance, accountable, and people-oriented culture.

2. Culture, Engagement & Employee Experience
Develop and lead employee engagement strategies that strengthen retention, motivation, and overall employee experience.

Drive culture-building initiatives across a remote workforce to improve communication, connection, and alignment.

Partner with department heads to understand team sentiment, engagement challenges, and organizational health.

Use employee feedback, surveys, exit insights, and workforce data to identify trends and propose meaningful action plans.

Lead internal communication, change management, and people-related initiatives during periods of growth, restructuring, or transformation.

Champion a culture of ownership, transparency, accountability, and continuous improvement.

3. Employee Relations, Compliance & Governance
Oversee complex employee relations matters, including grievances, disciplinary cases, misconduct issues, performance concerns, and workplace disputes.

Advise managers and leaders on proper disciplinary procedures, employment law requirements, documentation, and risk mitigation.

Ensure HR policies, employment practices, and people decisions are compliant with local employment regulations and company standards.

Lead or guide employee investigations, domestic inquiry processes, termination cases, and dispute resolution matters when required.

Strengthen HR governance by ensuring proper documentation, confidentiality, approval processes, and case management practices.

Act as the escalation point for sensitive or high-risk people matters.

4. Performance Management & Talent Development
Lead the design and execution of performance management frameworks, including goal setting, performance reviews, calibration, and improvement plans.

Partner with leaders to identify high performers, underperformance risks, succession gaps, and leadership development needs.

Develop practical talent review and succession planning processes to support business continuity and leadership growth.

Coach managers on performance conversations, feedback delivery, team effectiveness, and people leadership.

Support career development, leadership development, and capability-building initiatives across the organization.

Ensure performance processes are fair, consistent, transparent, and aligned with business outcomes.

5. HR Operations, Policy & Systems
Oversee HR operations across the employee lifecycle, including onboarding, probation, confirmation, promotion, transfer, offboarding, and exit management.

Review and improve HR documentation, employee records, policy handbooks, templates, approval workflows, and people-related processes.

Ensure HR systems, data, and reporting are accurate, secure, and useful for decision-making.

Partner with Recruitment to support workforce planning, hiring priorities, role design, and onboarding readiness.

Work with Finance or leadership on compensation structure, benefits, headcount planning, and HR budget-related matters.

Build scalable HR processes that reduce manual work, improve consistency, and support a better employee experience.

Technical & Cultural Requirements
Experience: 8 to 15+ years of HR experience, with at least 3 to 5 years in a senior HR leadership, HR Director, Head of People, or CHRO-level role.

Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, Law, or a related field. Professional HR certification is an added advantage.

HR Leadership Exposure: Strong experience across HR business partnering, employee relations, engagement, performance management, HR operations, and compliance.

Employment Law Knowledge: Strong understanding of employment laws, HR governance, disciplinary procedures, and people risk management.

Strategic & Hands-On: Able to operate at leadership level while still being willing to get hands-on when needed.

Remote Workforce Readiness: Comfortable leading HR in a remote or distributed work environment.

Data & Systems Mindset: Comfortable using HR data, reporting, HRIS, productivity tools, and digital collaboration platforms to improve decision-making.

Strong Business Acumen: Able to understand business priorities, people cost, productivity, organizational design, and leadership challenges.

Professional Maturity: Able to handle confidential, sensitive, and high-pressure situations with discretion, fairness, and sound judgment.

Fast-Paced & Structured: Able to manage multiple priorities while staying organized, responsive, and commercially practical.

Benefits: The Environment
Fully Remote Work: Work from anywhere while leading a distributed People function.

Senior Leadership Exposure: Partner directly with founders, senior leaders, and department heads on business-critical people matters.

High-Impact Role: Own and shape the People strategy, culture, HR structure, and employee experience of the organization.

Career Growth: Opportunity to build and lead a scalable HR function with strong influence across the business.

Performance Reviews: Performance review conducted twice a year.

Supportive Culture: Join a fast-paced environment that values ownership, communication, accountability, and people impact.

Competitive Compensation: Position and salary will be offered based on experience, leadership capability, and overall fit.