Senior HR Director

Overview

Posted on: Feb 21, 2026

As part of the organization’s next phase of growth, the Senior HR Director will lead the end-to-end People & HR agenda , ensuring the company scales with strong performance discipline, operational rigor, and a high-engagement culture.

This is a hands-on leadership role responsible for designing HR strategy and personally driving execution across performance management, HR operations, employee engagement, and rewards . The role partners closely with the CEO and executive leadership team to shape organizational design, workforce planning, governance frameworks, and scalable people infrastructure.

The Senior HR Director will act as the business owner for HR , accountable for people outcomes, leadership capability, retention, and organizational effectiveness.

1. HR Strategy & Executive Partnership

• Define and execute the HR strategy aligned with business objectives, growth plans, and operating model.
• Partner closely with the CEO and executive leadership team on organizational design, workforce planning, and leadership capability.
• Translate business strategy into clear people priorities, operating rhythms, and execution plans .
• Act as trusted advisor to leadership on people risk, performance issues, and succession exposure .

2. Performance Management & Leadership Effectiveness (Hands-On)

• Own and drive the end-to-end performance management lifecycle, including:
  • Goal setting and alignment
  • Mid-cycle and annual reviews
  • Calibration and performance differentiation
  • PIPs and performance improvement governance
  • Individual Development Plans (IDPs)
• Ensure performance outcomes are fair, consistent, data-driven, and business-linked .
• Coach leaders on managing performance effectively, including difficult conversations and underperformance .
• Embed performance discipline as a core leadership capability , not an HR process.

3. HR Operations, Governance & Compliance

• Lead HR operations end-to-end , ensuring scalable, efficient, and compliant people processes.
• Establish and maintain HR governance frameworks , policies, and procedures across all markets.
• Ensure compliance with local labor laws, regulatory requirements, and internal controls .
• Drive continuous improvement of HR systems, workflows, and data quality .
• Partner with Finance and Legal to ensure people processes support audit, risk, and regulatory readiness .

4. Employee Engagement, Culture & Retention

• Design and execute employee engagement and retention strategies grounded in data and business needs.
• Lead engagement surveys, diagnostics, and action planning with clear ownership and follow-through .
• Partner with leaders to address engagement risks, attrition hotspots, and cultural challenges.
• Drive initiatives that strengthen manager effectiveness, employee experience, and belonging .
• Track and report engagement, retention, and attrition trends to leadership.

5. Rewards, Compensation & Workforce Planning

• Own the total rewards strategy , including compensation structures, salary bands, incentives, and progression frameworks.
• Partner with Finance on manpower planning, budgeting, and cost optimization .
• Ensure rewards are market-competitive, equitable, and aligned to performance .
• Oversee annual salary reviews, promotions, and incentive processes with strong governance.
• Use rewards as a strategic lever for performance and retention , not just administration.

6. Team Leadership & Capability Building

• Build, lead, and mentor a high-performing HR leadership team .
• Ensure HRBPs and HR teams operate as business partners with strong execution discipline .
• Set clear expectations, KPIs, and accountability across the HR function.
• Develop internal HR talent and succession for critical HR roles.

Required Experience & Profile

Experience

• 12+ years of progressive HR leadership experience.
• Proven experience leading HR in scaling, multi-country, or regulated environments.
• Demonstrated hands-on ownership of:
  • Performance management
  • HR operations and governance
  • Employee engagement and retention
  • Rewards and compensation
• Experience partnering with CEOs and executive leadership teams .
• Track record of building or transforming HR functions during growth or change phases.