About the Company

The company brings together over 1,200 people across several countries, including Ukraine, Europe, the UAE, Georgia, and Colombia. In 2026, the company plans significant team scaling, making the HRD role critical for supporting retention, adaptation, leadership, and culture in a high-speed change environment.

The business operates in a dynamic BPO environment shaped by AI, automation, and evolving client expectations. The company focuses on developing its workforce, new competencies, and new ways of working in an AI-driven environment.

About the Role

This is not a classic maintenance HR role. The company is looking for an HRD who can strengthen the people strategy, develop HR as a strategic and business-relevant function, and help the business go through rapid scaling without losing culture, engagement, or team stability.

The role involves close partnership with the VP Operations, CEO, and leadership team, influence on people-related decisions at the business level, and leadership of an HR team of 13 people.

The key challenge is to build structure in motion: work with incomplete information, prioritize quickly, launch changes in short cycles, measure outcomes, and adapt the approach according to the business context.

Main Responsibilities

Build and implement an HR strategy aligned with business goals, scaling plans, and changes in the company’s operating model.
Evolve the HR function from a people-support model into a more strategic and business-relevant function.
Audit the current HR model, processes, roles, and areas of ownership; define what needs to be strengthened, redesigned, or reprioritized.
Build a systematic approach to retention and engagement: analyze the reasons behind attrition, identify risk patterns, and implement practical solutions to retain key talent.
Develop the company’s culture as one of the key drivers of resilience, engagement, and people retention during fast-paced change.
Redesign onboarding, adaptation, and the contractor journey into a transparent, scalable, and measurable system.
Strengthen the leadership maturity of middle management and team leads as one of the drivers of retention, engagement, and performance.
Develop internal communications and internal PR in partnership with Marketing.
Strengthen HR analytics, people reporting, and participate in the transition of HR data from BambooHR to Salesforce as a single source of truth for people-related decisions.
Contribute to the development of new competencies and workforce adaptation to an AI-driven environment.

Required Experience

Strategic HR thinking and the ability to connect people decisions with business priorities.
Experience as an HRD, HR Director, Head of HR, Senior HRBP, or in another senior HR leadership role.
Experience in strategic HR partnership with a CEO, COO, VP Operations, founders, or a senior leadership team.
Experience in fast-growing, international, operationally complex, or client-oriented businesses.
Experience building or transforming an HR function, not only maintaining already established processes.
Hands-on experience with retention, engagement, leadership development, onboarding / adaptation, and people analytics.
Experience managing an HR team and developing its business maturity.
Experience in BPO, outsourcing, outstaffing, service-based, or high-volume operational businesses will be a strong advantage.
Advanced / Fluent English.

What Will Be Important for Success

A strong business mindset and understanding of operational business realities.
Ability to influence senior stakeholders.
Comfort with a fast pace, changing priorities, and working with incomplete information.
Ability to test solutions quickly, see early results, and adjust the approach without losing strategic focus.
Systemic thinking without excessive corporate rigidity.
A mature, proactive, and influential communication style.

The Company Offers

100% remote work format within a European time zone.
An opportunity to work in an international company that is actively scaling and transforming its operating model.
Direct impact on the development of the HR function, culture, retention, and people strategy.
Close collaboration with the VP Operations, CEO, and leadership team.
Competitive compensation.
Full tax compensation.
24 days of paid vacation.
A supportive environment that values ownership, trust, speed, humanity, and strong collaboration.