Job Opportunities API

Location: Remote - Europe time zones Language: English (Intermediate+), Ukrainian or Russian (fluent) Contract type: B2B About the Client Our client is a high-growth global payment platform utilizing AI-routing in specialized verticals (iGaming, Forex, Crypto). Processing millions of transactions across cards, 60+ APMs, and crypto in Europe, LATAM, and Africa. With MSB status in Canada and aiming for EMI licensing in the UK and Malta, they are entering a critical scale-up phase. This position is for an exceptional People & Talent Leader who wants to build the entire HR machine from the ground up - without legacy systems or bureaucracy - to create a global, tech-forward People function that serves as a primary competitive advantage for the business. About the Role This role is a unique chance for a seasoned professional with leadership courage to drive significant organizational change in a dynamic global Fintech environment: - Global Reach: We operate across Europe, LATAM, Africa, and Asia, handling millions of transactions. You will design talent strategies for a truly distributed, cross-cultural workforce. - Critical Scale-Up Phase: You join at the exact moment of transition from startup to scale-up (60 → 200+ people), allowing you to build the "HR machine" correctly from scratch. - High Impact & Autonomy: This is the opportunity to build 10x faster than in a large corporation, bringing essential systemization to a rapidly growing business. - Regulatory & Tech Focus: Involvement in the move toward obtaining EMI licenses in the UK/Malta and integrating AI-driven efficiency into the workforce, adding high complexity and growth potential. Key Responsibilities You will own the entire HR function end-to-end: Strategy, Tech/Tools, Processes, Team, and Culture. First 60 Days: Foundations for Scale - Audit & Tech Assessment: Conduct a full audit of the current state (team, compliance, compensation, and key metrics). Evaluate where workflows can be optimized or automated using AI-driven tools. - 12–18 Month HR Strategy: Define a scalable organizational structure, roles, clear grading, and international growth plans aligned with business P&L. - Base Processes Launch: Implement essential, frictionless base processes: Tech-enabled Onboarding, Probation checkpoints, and Performance metrics. - Standardized Recruitment System: Build a data-driven recruitment machine — from high-quality job descriptions to interview guides, no-nonsense candidate assessment, and manager training. - HR Dashboards: Implement first critical HR metrics: Time-to-hire, Quality of Hire, and Retention signals. Next 12 Months: Full Cycle, Tech Automation & Culture - Complete HR Lifecycle: Establish a seamless, global lifecycle: hiring, adaptation, continuous development, Performance Reviews, and offboarding. - Global Operations & EOR: Launch and manage HR operations in regional hubs (Africa, LATAM, Europe, Asia), effectively utilizing modern global payroll and Employers of Record (EOR) solutions. - Data-Driven OKRs & Grading: Create a transparent system for OKRs and compensation tied strictly to market rates and business results. - Shape the A-Players Culture: Anchor and defend a culture of extreme Ownership, Speed, Radical Candor, and Zero Politics. Ensure low performance is resolved quickly and professionally to protect talent density. - Build Your Team: Hire, mentor, and lead HR Generalists and Talent Acquisition professionals as the company scales. - Modern Tooling: Select and implement the right stack of modern HRIS, ATS, and automation tools to augment the team's efficiency. - Leadership Enablement: Create a program to coach and train first-time and seasoned managers in modern hiring, team development, and effective feedback. Requirements Experience & Expertise - 5-7+ years in HR/People Ops with a verified track record of building the entire HR function from scratch in high-growth startups or scale-ups (scaling