Director, People Enablement

Core Responsibilities

• Own how we do performance, as our subject-matter expert.
• We keep it simple: clarity over process, honest conversations over paperwork, and technology used to remove friction, not add bureaucracy.
• Help every function apply that consistently, and design the assets that support it, directly or through partners.
• Lead communications and stakeholder engagement through our performance cycles, and work with the compensation team to connect performance to reward.
• Bring the same approach to feedback, and step into leadership and onboarding when the team needs you.
• Review and shape work built by the wider team at HQ, and carry it forward in the region.
• Understand what the NAMER region actually needs, and make sure our work solves the right problems, not just the ones HQ sees.

What You’ll Need

• 10+ years across talent, people, or related fields where you've built and scaled programs.
• Real depth in performance management, and enough range across the wider talent space to lean in where you're needed.
• You've built, broken, and rebuilt enough to have real judgment about what matters.
• The credibility to hold your own with executives, and push back when you need to.
• A habit of defining success and reporting on it, calibration outcomes, time-to-productivity, onboarding NPS, whatever tells you it's working.
• Fluency with technology and AI, and the instinct to build with them.
• You bring clarity to ambiguous, fast-moving situations rather than needing it handed to you.
• Willingness to travel internationally, and to work flexible hours with counterparts across global time zones.

Preferred Qualifications

• Experience building people programs in a hypergrowth environment (e.g., rapid headcount scaling, multiple new-market launches).
• Experience working within or implementing HRIS/people systems (e.g., Workday, Greenhouse).
• Exposure to international workforce operations (e.g., EMEA/APAC coordination, cross-border onboarding or compliance nuances).