Global Head of People

We need to output HTML fragment with sections: About the role? Actually the posting includes "Who Are We?" and "Role Overview". The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. We need to include sections only when posting has real, specific content. We have content: Who Are We? (company description) maybe treat as About the role? Actually "Who Are We?" is about company, not role. Could map to "About the role"? But we have "Role Overview". That could be "About the role". Also we have "Key Responsibilities" (Responsibilities). "Required Skills And Experience" (Requirements/Qualifications/Skills). "Why Join RZR?" maybe Benefits? Not exactly benefits but could be Benefits. There's no explicit Pay or Schedule. So we should not create Pay or Schedule sections. Benefits: we have "Why Join RZR?" which lists benefits/perks. Could treat as Benefits. Also we have "RZR Behaviors" maybe not needed. We'll include sections: About the role (using Role Overview), Responsibilities (Key Responsibilities), Requirements (Required Skills And Experience), Benefits (Why Join RZR?). Possibly also Qualifications? But we can combine Requirements and Skills. The instruction: use headings for those categories; we can have multiple but prefer few substantive sections. We'll include About the role, Responsibilities, Requirements, Benefits. We must not include boilerplate like EEO etc. Not present. We need to preserve all substantive information; do not invent or summarize away detail. So we need to copy the text content into appropriate elements:

for prose,

• for lists. We need to parse the posting and extract content for each section. Let's extract: Who Are We? paragraph: "RZR is an AI-native advertising platform built for the next era of performance marketing. We operate at the intersection of machine learning, programmatic media, and full-funnel mobile growth, powering campaigns for some of the world's most ambitious advertisers. Our platform is purpose-built to deliver outcomes at scale, not just impressions. We are a team of builders, operators, and technologists who believe the advertising industry is overdue for a fundamental rethink. We move fast, operate with a high degree of ownership, and hold ourselves to an exceptionally high standard of craft. RZR is scaling aggressively with an active M&A pipeline and a platform vision that puts us on a path to becoming an industry leader. This is a rare opportunity to join a company at an inflection point and help shape what it becomes." That's company description; could be part of About the role? Usually About the role includes role overview. But we have separate Role Overview. We'll put company description maybe as part of About the role? But the instruction says use headings like About the role, Responsibilities etc. The "Who Are We?" is not exactly About the role but could be considered About the company. However we might still include it under About the role as introductory context. The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." It doesn't forbid having a section about company. But the examples given are About the role, Responsibilities etc. We'll follow that and put company description under About the role? Might be okay. Role Overview paragraph: "As Global Head of People at RZR, you will own People Operations across the US and EMEA, partner directly with the CEO and COO on global People strategy, and consolidate the global People function under a single owner. You become the senior People leader for HQ and the executive team — and the connective tissue across regions. Scope includes recruiting, retention, performance management, onboarding, employee experience, training, compliance, and HR business partnership for the US, EMEA, and Armenia teams. The role partners closely with the India People lead and China HRBP to keep standards consistent across geographies. This is a high-ownership leadership role with real authority from day one. You will not be inheriting a polished machine — you will be consolidating a fragmented function, setting the operating model, and building a People engine that can support RZR's next phase of growth. The right person for this role brings executive presence and process discipline in equal measure — someone who can earn the trust of the CEO and COO, hold the line on standards with senior leaders, and drive measurable improvement in hiring quality, performance consistency, and organizational health." That's role overview. Key Responsibilities: bullet list under headings: Leadership and Strategy, Performance Management and Talent Development, Retention, Engagement, and Employee Relations, Onboarding, Culture, and Employee Experience, Compliance, HR Operations, and Process Excellence, Team Leadership. Each has sub-bullets. We need to output

  • for any list of duties/requirements/benefits. So we can make a top-level ul with li for each responsibility heading, and inside each li we can have a heading? But we need to preserve content. Probably we can have
  • Leadership and Strategy: ... then maybe nested ul for subpoints. However instruction: Use
    • for any list of duties/requirements/benefits, and

      for prose. It doesn't forbid nested lists. We'll do top-level ul for each major responsibility, and inside each li we can have a

      for the description and then a nested ul for subpoints. Similarly for Required Skills And Experience: Must-Have and Nice-to-Have lists. Why Join RZR?: bullet list of benefits. We'll not include Pay or Schedule. Now produce HTML fragment. Let's craft:

      About the role

      RZR is an AI-native advertising platform built for the next era of performance marketing. We operate at the intersection of machine learning, programmatic media, and full-funnel mobile growth, powering campaigns for some of the world's most ambitious advertisers. Our platform is purpose-built to deliver outcomes at scale, not just impressions. We are a team of builders, operators, and technologists who believe the advertising industry is overdue for a fundamental rethink. We move fast, operate with a high degree of ownership, and hold ourselves to an exceptionally high standard of craft. RZR is scaling aggressively with an active M&A pipeline and a platform vision that puts us on a path to becoming an industry leader. This is a rare opportunity to join a company at an inflection point and help shape what it becomes.

      As Global Head of People at RZR, you will own People Operations across the US and EMEA, partner directly with the CEO and COO on global People strategy, and consolidate the global People function under a single owner. You become the senior People leader for HQ and the executive team — and the connective tissue across regions. Scope includes recruiting, retention, performance management, onboarding, employee experience, training, compliance, and HR business partnership for the US, EMEA, and Armenia teams. The role partners closely with the India People lead and China HRBP to keep standards consistent across geographies. This is a high-ownership leadership role with real authority from day one. You will not be inheriting a polished machine — you will be consolidating a fragmented function, setting the operating model, and building a People engine that can support RZR's next phase of growth. The right person for this role brings executive presence and process discipline in equal measure — someone who can earn the trust of the CEO and COO, hold the line on standards with senior leaders, and drive measurable improvement in hiring quality, performance consistency, and organizational health.

      Then Responsibilities:

      Responsibilities

      • Leadership and Strategy

        Lead all People Operations for US and EMEA and contribute to global People strategy across all RZR offices; Consolidate the global People function — define the operating model and reporting structure with India, China HRBP, and other regional leads; Partner with the CEO and COO to build a scalable, high-performance People function; Serve as the senior People voice on the US executive team and coach managers and leaders across the company.

      • Performance Management and Talent Development

        Lead implementation of performance management cycles and ensure global consistency in expectations, leveling, calibration, and feedback standards; Continue the leveling framework work (L1 through L13) and functional job competencies already in flight — carry forward, do not restart; Drive manager enablement, leadership development, and structured feedback processes across US and EMEA; Build frameworks for career growth and internal mobility, aligned with US and global workforce needs and the RZR 2030 plan.

      • Retention, Engagement, and Employee Relations

        Develop US and EMEA retention strategies while influencing global retention initiatives; Drive employee engagement programs that reinforce RZR's culture of ownership, speed, and excellence; Serve as a trusted advisor to managers and leaders on communication, conflict resolution, and organizational health; Manage sensitive ER matters with judgment, fairness, and strong documentation.

      • Onboarding, Culture, and Employee Experience

        Own the US and EMEA onboarding experience and ensure consistency with global onboarding standards; Continue the RZR Academy revamp already in flight; Strengthen cultural alignment across US and EMEA teams while supporting global culture-building efforts; Improve new hire integration, communication rhythms, and cross-team collaboration.

      • Compliance, HR Operations, and Process Excellence

        Ensure compliance with US federal and state employment law, EU and UK regulations including GDPR, and works council requirements where applicable; Maintain high documentation standards for all hiring, performance, and ER processes; Enforce adherence to global HC processes as part of operational excellence, including regular reviews of hiring plans, documentation quality, and approval workflows; Measure and report People metrics such as hiring velocity, quality of hire, performance distribution, and attrition — and drive continuous improvement.

      • Team Leadership

        Manage the US People team directly, including the existing US HRBP, People Ops lead, and HR team; Build, mentor, and scale the global People team to support rapid headcount growth; Build cross-office collaboration with India, China, and future regional People leaders to ensure alignment and shared best practices.

      Then Requirements (maybe combine Must-Have and Nice-to-Have):

      Requirements

      • Must-Have
        • 10+ years of HR and People Ops experience, with 5+ years in senior People leadership at global or multi-region scale
        • Strong structured hiring expertise — loops, scorecards, leveling — with a track record of running a global HC process
        • Strong process discipline and comfort enforcing standards with senior leaders
        • Deep knowledge of US federal and state employment law; working knowledge of EU and UK employment, GDPR, and works councils
        • Experience with performance systems, manager development, and org design at high-growth scale
        • Exceptional communication, judgment, and stakeholder management; executive presence
        • High ownership, pace, and execution rigor — comfort making hard talent calls and upgrading leadership when scale demands it
      • Nice-to-Have
        • Experience supporting technical teams (ML, Engineering, Data Science) at scale
        • Familiarity with AI-native, ad tech, or data-intensive environments
        • Experience operating in a company undergoing rapid international expansion or M&A activity
      Then Benefits (Why Join RZR?):

      Benefits

      • Direct partnership with the