Senior Director, People Operations

Boldr

. Own the employee lifecycle end-to-end across the Philippines, South Africa, Mexico, Canada, and the United States .

Posted 11/2/2026full-timeCape Town • South AfricaSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in managing the employee lifecycle across multiple countries, with a strong focus on compensation governance, compliance frameworks, and employee relations. Proven ability to lead diverse teams and modernize HR infrastructure through effective use of technology and data-driven decision-making.

Highest-signal resume keywords

10+ Years In People Or HRHR Technology ProficiencyCompensation Governance LeadershipEmployee Relations ManagementMulti-Country Compliance Experience

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

People Operations ManagementCompensation GovernanceCompliance Framework DevelopmentData Integrity ReportingJob BandingPay Equity StewardshipHRIS ManagementAutomation ImplementationEmployee Lifecycle ManagementRisk Framework Development

Soft Skills

Excellent JudgmentStrong CommunicationStakeholder AlignmentDiscretion In InvestigationsRemote Team Collaboration

Tools & Technologies

RipplingPayfactorsWorkableJuno

Certifications & Qualifications

SHRM-SCPSPHR

Industry Keywords

Living Wage PhilosophyBPOEmployer Of RecordGlobal EmploymentManaged 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 data integrity and reporting for headcount, attrition, and other people data
Partner with Payroll to protect accuracy and timeliness across jurisdictions
Modernize People infrastructure through automation and sound system design
Own compensation and benefits governance across all geographies, anchored to a Living Wage philosophy
Direct compensation cycles, including timelines, manager enablement, auditability, and communication
Oversee job banding and pay structures using Payfactors; steward pay equity and transparency
Oversee sensitive employee relations cases, investigations, grievances, and disciplinary matters; lead the most complex cases
Build employee relations frameworks and manager guidance
Ensure compliance across five countries and Managed Outsourcing and Global Employment operating models
Own records, audit, and data protection for People data; engage counsel where needed
Build governance and risk frameworks for responsible scaling
Develop, maintain, and govern People policies and employee handbooks
Lead and develop the People Operations, Total Rewards, and Business Partnering teams
Own the related budget, including 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, compensation governance, and compliance frameworks
Strong, varied labor and compliance experience across multiple countries
Demonstrated command of HR technology, including Rippling, Payfactors, Workable, and Juno
Track record of leading compensation cycles and governance, including benchmarking, job banding, and pay equity
Experience handling sensitive employee relations 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)