Senior Director, People Operations

About the role

Boldr is a global B-Corp connecting people with common values, and this role is the operational and governance backbone of its People function across a five-country division (Philippines, South Africa, Mexico, Canada and the United States). Reporting to the VP, People, the Senior Director owns the systems, rewards and standards that let the division run consistently and fairly, covering People Operations and Systems, Total Rewards and Business Partnering.

Key responsibilities

• People Operations and Systems: own the employee lifecycle end-to-end, lead Rippling as the HRIS, establish data integrity and reporting, partner with Payroll, and modernise People infrastructure through automation
• Total Rewards: govern compensation and benefits, run direct compensation cycles, oversee job banding and pay equity, and steward pay transparency
• Employee Relations: oversee ER cases, investigations and grievances, lead the most complex ones, and build ER frameworks and manager guidance
• Compliance, Risk and Governance: ensure compliance across all countries and operating models (Managed Outsourcing and Global Employment), own records, audit and data protection, and build governance and risk frameworks
• Policies: own the development, maintenance and governance of People policies and employee handbooks
• Team leadership: lead and develop the three People teams, own their budget, set decision rights and service levels, and partner with the VP, Talent Acquisition, Business Operations, Finance and client teams

Required profile

• 10+ years in People or HR, with 8+ years leading multi-function or multi-country teams across People Operations, Total Rewards, ER or Compliance
• Proven experience building or rebuilding People infrastructure, including HRIS, comp governance and compliance frameworks
• Strong labor and compliance instincts across multiple countries
• Comfortable working remotely across time zones in a globally distributed team

Required skills

• Demonstrated command of HR technology: Rippling (HRIS), Payfactors (compensation data), Workable (ATS) and Juno (LMS/LXP)
• Track record of leading compensation cycles, benchmarking, job banding and pay equity
• Nice to have: BPO or multi-entity services experience, Living Wage or pay-equity framework fluency, SHRM-SCP or SPHR