Director, People Partnering

GiveDirectly

. Serve as the dedicated people partner to approximately 200 Global Shared Services employees .

Posted 9/17/2026full-timeRemote • United States, United Kingdom, KenyaLead💰 $134,400 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in HR Business Partnering, organizational design, and talent management, with a strong focus on coaching leaders and driving performance across global teams. Proven ability to build employee relations standards and frameworks while navigating complex international environments.

Highest-signal resume keywords

HR Business Partner ExperienceOrganizational DesignTalent ManagementEmployee Relations StandardsCoaching Senior Leaders

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce PlanningSuccession PlanningPerformance ManagementDisciplinary Decision-MakingWorkplace Investigations

Soft Skills

CoachingInfluencing Without AuthorityJudgment

Tools & Technologies

Centralized Record SystemsEmployment Decision Frameworks

Industry Keywords

Global Shared ServicesHigh-Growth Commercial ExperienceInternational ExperienceSub-Saharan Africa ExperienceMatrixed Organization

About the role

Key responsibilities & impact

Serve as the dedicated people partner to approximately 200 Global Shared Services employees
Advise and coach GSS leaders from managers through VPs on team structure, workforce needs, talent, and people decisions
Lead organizational design and workforce planning, including structure, role definition, levels, sizing, and sequencing
Own talent and succession planning, including readiness, flight risk, and single points of failure
Partner on performance and compensation decisions, calibration, promotion cases, and band placement
Coach senior leaders and global managers on leadership, behavior, and performance conversations
Lead people-side change for restructures and leadership transitions
Represent People for global staff and hold employment decisions within the organizational framework
Define behavior and underperformance categories and communicate them across the organization
Audit country-level case handling and create global standards for intake, escalation, responsibility, and documentation
Build an employment decision framework and delegated authority matrix with Legal
Design and deliver enablement for managers, HR Managers, and staff
Establish a centralized record of investigation outcomes to identify patterns and inconsistencies
Recommend within the first 90 days who should support behavior and underperformance cases in each country
Coach HR Managers through cases and serve as a technical escalation point
Provide People input during case triage and monitor outcomes for consistency
Report to the Head of People

Requirements

What you’ll need

7+ years of HR business partner experience with executive and senior leaders
Experience coaching strong domain leaders who need to grow as people leaders
Experience in a scale-up or major transformation involving rapid growth, restructuring, or both
Experience building systems and employee relations standards, policies, or frameworks from scratch or close to it
Experience getting employee relations standards adopted across multiple countries or business units
A mix of high-growth commercial or tech experience and international or mission-driven experience
Experience holding or closely advising on disciplinary and capability decisions, including dismissals, in more than one jurisdiction
Judgment to know when to involve counsel
Track record of influencing without formal authority in a matrixed organization
Ability to overlap with an East Africa timezone by at least 3 hours and meaningfully overlap with US Eastern hours
Must be able to work in an eligible country; the employer currently lists salary benchmarks for the United States, United Kingdom, and Kenya
GiveDirectly cannot sponsor or take over sponsorship of employment visas in the U.S. or U.K.
Preferred: experience operating in sub-Saharan Africa
Preferred: experience building a people function or major part of one from the ground up
Preferred: formal training or real experience in workplace investigations
Preferred: experience designing manager enablement content
Successful completion of safeguarding and pre-hire screening may include previous-employer misconduct checks, reference checks, criminal background checks, and sanctions screens

Benefits

Comp & perks

Bonus at target performance: 15% with potential for upside
Annual benefits stipend: $21,393 (United States), £2,760 (United Kingdom), or $8,453 (Kenya)
Benefits stipend may be used to cover benefits or taken as additional taxable income
Approximately 3–4 trips per year, including travel to a country of operation and key in-person leadership moments
Professional growth opportunities
Reasonable accommodations during the application, interview, or work process
$3,000 referral reward for a Senior Manager or above role if the referral is hired