HR Director (Head of People)

Location: Remote - Europe time zones

Language: English (Intermediate+), Ukrainian or Russian (fluent)

Contract type: B2B

About the ClientOur client is a high-growth global payment platform utilizing AI-routing in specialized verticals (iGaming, Forex, Crypto). Processing millions of transactions across cards, 60+ APMs, and crypto in Europe, LATAM, and Africa. With MSB status in Canada and aiming for EMI licensing in the UK and Malta, they are entering a critical scale-up phase.

This position is for an exceptional professional who wants to build the entire HR-machine from the ground up - without legacy systems or bureaucracy - to create a global People function that serves as a competitive advantage for the business.

About the RoleThis role is a unique chance for a seasoned professional to drive significant organizational change in a dynamic global Fintech environment:

Global Reach: We operate in Europe, LATAM, and Africa, handling millions of transactions across cards, 60+ APMs, and crypto.

Critical Phase: You join at the exact moment of transition from startup to scale-up, allowing you to build the "HR machine" correctly from the ground up.

High Impact: This is the opportunity to build 10x faster than in a large corporation or to bring essential systemization to a rapidly growing startup.

Regulatory Focus: Involvement in the move toward obtaining EMI licenses in the UK and Malta, adding complexity and growth potential. Key ResponsibilitiesYou will own the entire HR function end-to-end: Strategy, Processes, Team, and Culture.

First 60 Days: Foundations for Scale

• Conduct a full audit of the current state: team, processes, compensation, and key metrics.

• Develop the 12–18 month HR Strategy: define structure, roles, grading, and growth plans.

Launch essential base processes: Onboarding, Probation, and Performance Checkpoints.

• Build a standardized recruitment system: from job descriptions to interview guides and candidate assessment.

Implement first critical HR metrics and dashboards: Time-to-hire, Quality of Hire, and Retention.

Next 12 Months: Full Cycle & Culture

• Establish the complete HR lifecycle: hiring, adaptation, development,Performance Review, and offboarding.

• Create a data-driven system for OKR, grading, and compensation, tied to market rates and results.

Shape and defend the A-Players Culture: emphasizing Ownership, Speed, Feedback, and Zero Politics.

• Launch HR operations in regional hubs: Africa, LATAM, Europe, and Asia.

• Build your team: Hire HR Generalists and HR Business Partners as the company scales.

Implement necessary systems: HRIS, ATS, and performance management tools.

• Create a Leadership Enablement program to train managers in hiring and team development.

RequirementsExperience & Expertise

5-7+ years in HR with a verified track record of building the HR function in startups or scale-ups (60 → 200+ people).

Proven track record of building HR systems from scratch (understanding the difference between a theoretical process and a functional system).

Experience in Fintech, high-growth, or multi-regional structures is essential. Skills & Approach

Strategic Thinking + Operational Execution: From long-term People Strategy to launching onboarding in a week.

Data-Driven: Managing HR exclusively through metrics: Time-to-hire, Quality of Hire, Retention, eNPS.

Hiring at Speed: Ability to fill critical positions quickly without sacrificing quality.

Leadership and Influence: Ability to work directly with and influence the CEO and C-level team. Character

System Builder: Loves to create structure and process where none exists.

Ownership Mindset: Takes full responsibility for the results (speed of hiring, quality of people).

Pragmatism and Speed: Chooses solutions that work, acts quickly in uncertainty. What’s Offered

Influence & Autonomy: Full ownership of t...