Set and execute the People strategy hands on

• Translate growth plans into concrete actions that support fast scale and US expansion.
• Act as a sparring partner to the CEO and leaders, pushing for better decisions using data and foresight, not opinions.

Lead HR and Payroll by doing, not delegating

• Personally drive execution while building a strong HR and Payroll team with clear ownership.
• Ensure payroll, benefits, and compensation work accurately, compliantly, and without slowing the business.

Drive performance, accountability, and speed

• Implement simple performance management that managers actually use to act, not report.
• Design incentive and variable pay models that reward impact and raise the bar.

Build leadership and talent fast

• Own hiring delivery across HQ, production, and the USA with speed and quality.
• Equip managers with practical tools to make decisions faster, handle issues early, and lead confidently.

Keep culture strong while moving fast

• Handle employee relations, change, and tough calls with clarity, fairness, and backbone.
• Protect an agile, no nonsense culture where decisions are made quickly with the right data.

What You Bring

• A hands on builder mindset - not a delegator. You execute and make things happen yourself.
• Strong business orientation with the ability to use data to drive faster, better decisions.
• Bias for action over policies. Fewer procedures, more outcomes.
• Confidence working directly with the CEO and senior leaders.
• Comfort operating across countries, especially scaling teams in the USA.
• Clear communication, high ownership, and the courage to challenge weak decisions.

What Success Looks Like

• Leaders act, not wait
  Clear goals, active performance management, and fast people decisions across the company.
• US organization scales without friction
  Key roles hired on time with structures built ahead of growth.
• Decisions happen faster
  Fewer escalations, better data, and clearer ownership at manager level.
• HR anticipates problems early
  Risks are flagged and addressed months ahead, not during crises.
• Operations scale cleanly
  Payroll, benefits, and core people processes run with minimal noise as the company grows.

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