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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 HR technology, 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
10+ Years In People Or HRHR Technology ProficiencyCompensation Governance LeadershipEmployee Relations ManagementFluency With Living Wage Frameworks
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 Operations ManagementCompensation GovernanceCompliance Framework DevelopmentData Integrity ManagementJob BandingPay Equity StewardshipHRIS ManagementAutomation ImplementationReporting DisciplineEmployee Lifecycle Management
Soft Skills
Excellent JudgmentStrong CommunicationStakeholder AlignmentDiscretion In InvestigationsRemote Team Collaboration
Tools & Technologies
RipplingPayfactorsWorkableJuno
Certifications & Qualifications
SHRM-SCPSPHR
Industry Keywords
Employee RelationsTotal RewardsGlobal EmploymentManaged OutsourcingBPO Experience
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, and service delivery
- Establish data integrity and reporting discipline for headcount, attrition, and 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 the 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; personally lead the most complex cases
- Build employee-relations frameworks and manager guidance
- Ensure compliance across five countries and both Managed Outsourcing and Global Employment models
- Own People records, audits, and data protection
- Translate local labor realities into decisions and engage in-country counsel when needed
- Build governance and risk frameworks for responsible scaling
- Own the development, maintenance, and governance of People policies and employee handbooks
- Lead and develop the People Operations, Total Rewards, and Business Partnering teams
- Own the budget for these functions, 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
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 (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 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
- Fluency with Living Wage or pay-equity frameworks
- Experience or desire to work in a certified B Corp or purpose-led environment
- SHRM-SCP, SPHR, or equivalent credential helpful, not required