Director, Human Resources

The Director of Human Resources serves as a strategic HR leader and trusted advisor to senior business leaders across multiple regions and business units. This role is responsible for shaping and executing people strategies that enable business growth, organizational effectiveness, and a strong employee experience across a global workforce.

The Director of Human Resources will provide leadership across core HR disciplines including organizational design, performance management, employee relations, compliance, and change management. This individual will operate effectively in a SaaS environment and complex, multi-entity structure, while ensuring alignment across key geographies.

• →Partner with senior executives and business leaders to develop and execute HR strategies aligned to organizational and operational goals across multiple regions and business units
• →Lead workforce planning, organizational design, and talent strategies that support growth, scalability, and business performance
• →Serve as a trusted advisor to leaders on employee relations, performance management, leadership effectiveness, team dynamics, and organizational health
• →Provide coaching and guidance to leaders on complex people matters, including change leadership, succession planning, and talent development
• →Oversee and drive change management initiatives related to organizational transformation, integrations, restructures, and business growth
• →Ensure compliance with labor laws, regulations, and HR practices across key regions
• →Leverage people data, trends, and metrics to influence business decisions and improve engagement, retention, and overall organizational effectiveness
• →Support mergers, acquisitions, integrations, and restructuring efforts across a multi-entity environment
• →Partner cross-functionally with leaders and HR team members to strengthen programs, policies, and processes that support a high-performing culture
• →Champion company culture and values while adapting people practices to regional needs and business realities
• →Help build and mature HR infrastructure, processes, and capabilities to support a growing, global organization

• Strategic Leadership: Aligns people strategy with business priorities and long-term organizational goals
• Executive Influence: Builds credibility and partners effectively with senior leaders and stakeholders across the business
• Global & Cultural Agility: Navigates regional complexity and cultural differences with sound judgment and adaptability
• Business Acumen: Understands SaaS operating models, growth drivers, and organizational dynamics
• Change Leadership: Leads through ambiguity and drives effective organizational transformation
• Talent & Organizational Effectiveness: Applies strong judgment to organizational design, leadership capability, and team performance
• Data-Driven Decision Making: Uses people analytics and business insights to guide priorities and actions
• Communication: Communicates clearly and effectively across varied audiences and levels of the organization
• Execution Excellence: Balances strategic thinking with operational follow-through and accountability

• 10+ years of progressive HR experience, including significant experience in HR business partnership and/or HR leadership roles
• Proven experience partnering with senior leaders to drive people strategy in global, multi-region organizations
• Experience with M&A, post-acquisition integrations, or global expansion efforts
• Experience in a SaaS, technology, or high-growth environment
• Demonstrated success influencing senior stakeholders and driving measurable business outcomes through HR strategy
• Experience supporting complex, multi-entity and/or multi-business unit organizations
• Strong judgment, analytical capability, and problem-solving skills, with the ability to use data to inform decisions
• Experience leading organizational change, transformation, integrations, or restructuring initiatives

• Experience supporting distributed, remote-first teams
• Background in scaling organizations and building HR infrastructure in growth environments
• Strong knowledge of employment laws and HR practices across several regions.
• Familiarity with global HR systems, processes, and tools
• Advanced degree and/or HR certification such as SHRM, SPHR, or CIPD