Job Title: Director, Global HR

Department: Human Resources

Reports To: C- Suite

Role Purpose

Reporting directly to C-Suite the Director of Global HR (DGHR) is responsible for developing and executing the human resource strategy in alignment with the culture, vision and values of the organization, across the employee lifecycle with the Company. The DGHR is an ambassador of Client culture and establishes the credibility of the People function with all stakeholders. Working closely with the Global Leadership Team (GLT), the DGHR provides guidance and strategic leadership in HR matters, including but not limited to staffing plans, reorganization, labor budgets, HR Compliance, benefits, compensation, employment law and employee relations across the network.

Culture & Communication

  • Designs and implements HR strategies and policies that support CLIENT’s goal to deliver financial health, financial inclusion, and social welfare under conditions of profitability.
  • Ensures that all HR activities reinforce CLIENT’s core values and customer experience
  • Participates in dialogues with internal and external stakeholders to communicate CLIENT’s HR strategy and policies (including GLT, MT, staff, investors, lenders, and others as requested)
  • Prepares and delivers presentations to the Compensation & HR Committee of the Board of Directors
  • Develops and implements standards and tools that support CLIENT’s vision for D&I and pay parity

Compensation & Benefits

  • Develops and maintains the overall compensation and reward strategy and guidelines for the Global Network to ensure fair, equitable and competitive total rewards approach across the network to enable the Company to attract, retain and motivate top talent.
  • Conducts regular total compensation market analysis and makes recommendations for compensation structure and market competitiveness for each position and function.
  • Proactively ensures that job descriptions are accurate and effective.
  • Designs, implements, and manages Variable Pay plans, merits, and bonus strategy.
  • Manages open enrollment process and ensure benefits communication and compliance requirements are met throughout the year.
  • Partners with service providers to ensure a positive benefits experience.
  • Ensures company compliance with local law and requirements for benefits and compensation.
  • Prepares reports as required by local entities, auditors and other departments.

Corporate Human Resources Administration

  • Ensures that all elements of employee records, benefits files, employment contracts, corporate documents, etc., meet compliance rules and are kept up to date and in compliance with local requirements.
  • Develops and trains HR staff on Network HR policy across the network.
  • Ensure that all employee information is current in the HRIS system.

Payroll Administration

  • Oversee the payroll process in different jurisdictions, ensuring processes and procedures are streamlined and well documented.
  • Critically review and analyze current payroll, benefits and tax legislation and procedures in order to recommend and implement changes leading to best-practice operations

Data Management

  • Provide People data insights to support business decisions, and work with subsidiary HR managers to develop a HR data strategy that supports the business operations.


  • Leads HR elements of organizational restructuring and redesign
  • Participates as an HR advisor in resolving critical issues identified by the GLT


  • Ensure that payroll is processed accurately for all entities
  • Ensure that benefits are provided at the competitive rate and maintained for all
  • Ensure that incentive and compensation plans are up to date reflecting the company’s compensation philosophy and best industry practices
  • Deliver solutions for HR employment risks and issues
  • Provide strategic HR advisory services
  • Ensure that HR Policies are reviewed and amended as needed based on legislation and needs of the organization
  • Ensure that all HR processes reflect the Client brand and values



  • Master’s degree in Business, Human Resources, or related field.
  • HR Certification preferred


  • Minimum of 6 years in Human resources at a senior level for multi-national organization required
  • Exposure working in international settings required, developing country work experience preferred
  • Exposure working in formal financial sector in Human Resources or related field required
  • Proven experience designing and implementation compensation and variable pay plans.

Knowledge and Skills

  • Able to explain and deliver technical solutions in a practical way
  • Able to manage simultaneously multiple projects involving various stakeholders and to deliver results within deadlines.
  • Excellent communication (oral and written) and interpersonal skills.
  • Proven ability to influence key stakeholders
  • Strong skills in analysis, problem solving and resolving disputes

Language Skills

  • Fluency in English required
  • Fluency in Spanish, French of Russian preferred.

Travel requirements

  • Availability to travel up to 20% of the time
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