Director of People Operations & Global Talent

This full-time, fully remote leadership role combines US HR compliance, global talent acquisition, and strategic people operations.
Reporting directly to a Partner, you will take ownership of internal HR processes while building a scalable offshore recruitment engine.
You will lead the transition of US HR compliance responsibilities from an external provider, strengthen employment risk management, and establish consistent HR governance.
At the same time, you will source and recruit high-caliber international professionals across finance, operations, and administrative functions.
The role also involves evaluating global employment models, developing operational playbooks, and integrating AI tools into HR workflows.
Working in a performance-driven environment guided by the Entrepreneurial Operating System (EOS), you will help build the people infrastructure needed to support long-term business growth.

You will oversee HR compliance, global recruitment, and workforce operations, establishing reliable processes that support the firm and its portfolio companies.

• Take full ownership of US HR compliance within the first 90 days, managing a structured transition from the existing fractional HR provider during the initial 1–8 weeks.

• Develop a written escalation playbook defining when employment matters must be referred to legal counsel, including terminations involving protected classes, FMLA/ADA interactions, worker classification changes, harassment or retaliation complaints, and California-specific compliance issues.

• Verify Employment Practices Liability Insurance (EPLI) coverage across all portfolio companies by Day 60, supporting the objective of maintaining zero compliance incidents.

• Manage multi-state US payroll, FLSA employee classification, leave administration, employee handbooks, and HR policy development in coordination with external employment counsel.

• Build and manage an offshore recruitment pipeline to source, assess, and hire qualified professionals in finance, accounting, operations, and administrative functions.

• Lead full-cycle recruitment processes, launching priority searches within the first week and evaluating candidates against clearly defined scorecards.

• Create a comprehensive offshore talent playbook by Day 90, including regional salary benchmarks, sourcing channel maps, and screening frameworks tailored to remote hiring.

• Maintain structured candidate pipelines and interview records, assessing working-hour compatibility, compensation expectations, and long-term retention potential.

• Evaluate global employment infrastructure options, including direct contractor arrangements, Employer of Record (EOR) platforms such as Deel, Remote, and Multiplier, and foreign legal entities.

• Conduct worker misclassification risk assessments and recommend appropriate employment structures based on relevant regional requirements.

• Standardize contractor agreements covering termination-for-convenience provisions, 30-day notice periods, intellectual property assignment, and confidentiality protections.

• Integrate into the organization's EOS operating rhythm by facilitating weekly Level 10 (L10) accountability meetings, tracking scorecards, and defining strategic Quarterly Rocks.

• Develop retention and benefits frameworks for contractor teams, including performance-based Q4 bonuses, health and internet stipends, and locally appropriate holiday calendars.

• Complete preparation for the SHRM-SCP certification within the first 90 days and earn the credential within the first six months.

The ideal candidate combines extensive experience supporting US employers with international recruitment expertise, strong HR compliance knowledge, and the ability to operate confidently in a senior, autonomous role.

• At least 5 years of hands-on experience supporting US employers through a BPO, Employer of Record (EOR), or offshore HR services firm. Domestic-only HR experience outside the US does not meet this requirement.

• Proven experience managing multi-state US payroll, FLSA classification, leave administration, and employee handbook implementation.

• Demonstrated success in full-cycle international recruitment, particularly for remote finance, operations, accounting, and administrative positions.

• Practical knowledge of regional talent markets, local salary benchmarks, sourcing channels, and candidate counteroffer dynamics.

• Near-native written and spoken English proficiency, with the ability to draft formal HR policies, develop operational playbooks, and lead executive-level discussions.

• Active, daily use of AI tools such as ChatGPT and Claude for candidate screening, research, document drafting, and policy development, supported by practical examples of applied workflows.

• Strong understanding of global workforce models, contractor arrangements, EOR solutions, and employment misclassification risks.

• Excellent organizational, analytical, communication, and stakeholder management skills.

• Ability to work independently, manage sensitive employment matters, and maintain high standards of confidentiality and accountability.

• Full-time availability aligned with US Central and Eastern Time business hours, with flexibility generally between 8:00 AM and 6:00 PM Eastern Time for scheduled team meetings.

• A dedicated home office with enterprise-grade fiber internet and verified backup power and internet connectivity.

• Must be born in Latin America and currently reside in the region. US citizens are not eligible.

• Willingness to complete background and reference checks if required.

• Previous experience working within the Entrepreneurial Operating System (EOS), including managing Quarterly Rocks, L10 meetings, and scorecards.

• Existing SHRM-SCP or SPHR certification, or readiness to complete the SHRM-SCP examination within six months.

• Experience conducting contractor-versus-EOR classification risk assessments under different regional employment frameworks.