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Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates extensive experience in managing the employee lifecycle across multiple countries, with a strong focus on HRIS management, compensation governance, and compliance frameworks. Proven ability to lead diverse teams and handle sensitive employee relations matters with discretion and fairness.
Highest-signal resume keywords
People Operations LeadershipHRIS Management (Rippling)Compensation GovernanceEmployee Relations ManagementCompliance Framework Development
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
People Lifecycle ManagementCompensation Cycle ManagementJob BandingPay Equity AnalysisData Protection Compliance
Soft Skills
Excellent JudgmentStrong CommunicationStakeholder Alignment
Tools & Technologies
Rippling (HRIS)Payfactors (Compensation Data)Workable (ATS)Juno (LMS/LXP)
Certifications & Qualifications
SHRM-SCPSPHR
Industry Keywords
Living Wage PrinciplesEmployee Relations FrameworksB Corp ComplianceGlobal Employment ModelsManaged Outsourcing
About the role
Key responsibilities & impact- Own the employee lifecycle end-to-end across the Philippines, South Africa, Mexico, Canada, and the United States
- Lead Rippling as the HRIS and system of record; maintain workflows, self-service, ticketing, and knowledge base
- Establish people-data integrity and reporting for headcount, attrition, and leadership decisions
- Partner with Payroll to ensure accuracy and timeliness across jurisdictions
- Modernize People infrastructure through automation and sound system design
- Own compensation and benefits governance across all geographies, anchored to Living Wage principles
- Direct compensation cycles, including timelines, manager enablement, auditability, and communication
- Oversee job banding and pay structures using Payfactors market data
- Steward pay equity and transparency norms
- Oversee sensitive employee-relations cases, investigations, grievances, and disciplinary matters; personally lead the most complex cases
- Build ER frameworks and manager guidance
- Ensure compliance across five countries and Managed Outsourcing and Global Employment models
- Own records, audits, and data protection for People data
- Translate local labor requirements into decisions and engage counsel when needed
- Build governance and risk frameworks
- Own People policies and employee handbooks; keep them current, accessible, and aligned with labor law, company values, and B Corp commitments
- Lead and develop People Operations, Total Rewards, and Business Partnering teams
- Own the budget for people, systems, and vendor costs
- Establish decision rights, service levels, and escalation paths
- Partner with the VP, Talent Acquisition, People Success, Business Operations, Finance, and client-facing teams
- Report to the VP, People
Requirements
What you’ll need- 10+ years in People or HR, with 8+ years leading multi-function or multi-country teams across People Operations, Total Rewards, ER, or Compliance including leading managers
- Proven experience building or rebuilding People infrastructure: operating model, shared services, HRIS, comp governance, and compliance frameworks
- Strong, varied labor and compliance instincts across multiple countries
- Demonstrated command of HR technology, including Rippling (HRIS), Payfactors (compensation data), Workable (ATS), and Juno (LMS/LXP)
- Track record of leading compensation cycles and governance, including benchmarking, job banding, and pay equity
- Experience handling sensitive ER matters and investigations with fairness and discretion
- Excellent judgment and communication; ability to push back when needed and keep stakeholders aligned
- Comfortable working remotely across time zones in a fast-growing, globally distributed team
- Experience in a BPO, outsourcing, or multi-entity services business, including Employer of Record or global employment (nice to have)
- Fluency with Living Wage or pay-equity frameworks (nice to have)
- Experience or desire to work in a certified B Corp or purpose-led environment (nice to have)
- SHRM-SCP, SPHR, or equivalent credential (helpful, not required)