Senior Director, Human Resources

Senior Director, Human Resources

The Senior Director, Human Resources is a senior leader within Vumi Group, accountable for overseeing HR strategy and execution across a geographically diverse global portfolio. This role directly supports a large frontline workforce in Latin America, provides ongoing partnership to established operations in the Middle East, Asia, and plays a key role in entity setup and market launch support across the European Union.

Based in Miami and reporting to the CHRO, this leader develops and executes an HR Business Plan aligned with regional and company-wide strategies, partnering with in-country HR Managers and business leaders to deliver people practices that drive engagement, compliance, operational excellence, and a high-performing, inclusive culture. The Senior Director serves as the connective tissue between global HR policy and regional execution, balancing strategic vision with hands-on operational leadership across a matrixed structure.

Duties And Responsibilities

Regional HR Leadership & Partnership

• Serve as the senior HR leader for all international operations, providing strategic oversight, coaching, and support to in-country HR Managers.
• Develop and execute an HR Business Plan aligned with regional business priorities and corporate HR strategy, translating organizational goals into actionable people plans.
• Partner closely with country and regional business leaders as a trusted advisor and key voice in leadership discussions on people, culture, and organizational health.
• Attend leadership meetings as the HR representative, providing context and insight on retention trends, open positions, engagement results, and training outcomes.
• Supervise and develop in-country HR Managers and regional HR specialists, ensuring the team is properly equipped to serve their employee populations effectively.

Latin America

• Working with country HR Leaders, oversee workforce planning, staffing optimization, and recruitment strategies to ensure operational talent needs are met efficiently and equitably.
• Ensure robust onboarding, training, and development programs reflect the multicultural and multigenerational nature of the frontline workforce.
• Monitor the work environment and maintain strong, proactive employee relations to foster a positive and stable workforce.
• Coach managers on progressive discipline processes and ensure proper documentation of all disciplinary actions; develop and maintain SOPs for discipline, attendance, and conduct across the region.
• Maintain strong labor relations and full compliance with local employment law, collective norms, and workplace safety standards in each country.

Europe, Middle East & Asia

• Partner with legal, finance, and business leadership on HR infrastructure buildout for EU entity establishment, including employment frameworks, onboarding structures, and policy localization.
• Support talent acquisition and leadership hiring as new EU markets launch, ensuring a culturally aligned and operationally sound people foundation.
• Ensure EU operations are established in full compliance with applicable labor directives, GDPR requirements, works council obligations, and local employment law.
• Provide ongoing strategic HR partnership to established operations, ensuring consistency in performance management, compliance, and people practices.
• Support leaders on succession planning, leadership pipeline development, and organizational effectiveness initiatives.
• Serve as the escalation point for complex employee relations matters and ensure alignment with corporate HR standards across the region.

Talent Management & Development

• Champion talent acquisition, succession planning, and leadership development efforts to build a strong talent pipeline across all markets.
• Oversee performance management processes, ensuring timely reviews, accurate merit increase processing, and a culture of continuous feedback and accountability.
• Analyze open positions to balance the development of existing talent with immediate business needs; make staffing decisions that strengthen the talent cadre and pipeline.
• Ensure managers across all regions are competent in assessing, evaluating, and developing both hourly and salaried staff.
• Act as a coach and expert facilitator for leadership development practices, equipping people managers to lead high-performing, inclusive teams.

Compensation, Benefits & Total Rewards

• Partner with the CHRO on total compensation strategy, ensuring market competitiveness, internal equity, and alignment with employee performance and business outcomes.
• Remain current on internal and external compensation environments across all regions; conduct and participate in equity analyses and surface issues for resolution.
• Champion the communication and proper use of total compensation systems, tools, and programs, ensuring employees and managers understand and value the full rewards package.
• Oversee recognition and incentive programs aligned with organizational priorities and regional engagement goals.
• Ensure employee handbooks and HR communications reflect accurate, up-to-date policies across all locations.

Culture, Engagement & Employee Experience

• Translate business priorities into employee engagement strategies and action plans that resonate with diverse, geographically distributed workforces.
• Design and champion programs that enhance employee well-being, belonging, and organizational culture with sensitivity to local norms and the unique needs of each region.
• Oversee the full employee lifecycle experience from onboarding through development, recognition, and transition, ensuring each stage reflects the company's values and culture.
• Implement feedback mechanisms (engagement surveys, pulse checks, listening sessions) to monitor employee satisfaction; coach in-country leaders on building meaningful improvement plans.
• Oversee wellness initiatives, workers' compensation programs, and workplace accommodation processes, ensuring compliance and a genuinely supportive work environment.
• Support community engagement initiatives that reflect Vumi's commitment to the communities where our people live and work.
• Be a change champion for initiatives with significant employee impact, ensuring smooth transitions and positive adoption across all regions.

Employee Relations, Compliance & Risk Management

• Ensure all regional HR teams maintain compliance with local labor laws, employment standards, and reporting requirements, as well as corporate standards that may exceed local minimums.
• Maintain an open, accessible presence for employees and managers; utilize open-door practices to address concerns equitably and promptly.
• Conduct and oversee complex workplace investigations, including matters with legal, compliance, or whistleblower dimensions, coordinating with outside employment counsel and the CHRO to ensure timely, thorough, and well-documented resolutions.
• Partner with outside employment counsel across multiple jurisdictions including regional LATAM counsel and international employment specialists on matters requiring legal guidance, ensuring cost-effective and strategically sound engagement.
• Ensure compliance with key workplace policies including non-harassment, non-discrimination, and workplace safety across all jurisdictions.
• Oversee HR audits, risk assessments, and policy implementation across all regional functions; develop and enforce policies that promote a safe and ethical work environment.
• Ensure terminated employee files and documentation are retained in accordance with applicable legal requirements in each country.

HR Operations & Process Improvement

• Drive standardization and continuous improvement of HR processes and systems across all international locations, in partnership with the corporate HR team.
• Support the implementation and adoption of enterprise HR technologies and HRIS platforms; ensure effective utilization by managers and employees across all regions.
• Manage and optimize employer-of-record (EOR) provider relationships and multi-country payroll partnerships, ensuring compliance, accuracy, and consistent employee experience across all supported markets.
• Leverage HR analytics and workforce data to track key metrics, identify trends, and present actionable insights to the CHRO and executive leadership.
• Ensure HR reporting is consistent, reliable, and meaningful, covering retention, open positions, engagement, training outcomes, and compliance status across all markets.

Minimum Qualifications (Knowledge, Skills, And Abilities)

• Bachelor's degree in human resources, Business Administration, or related field required; Master's degree or MBA preferred.
• Minimum of 10 years of progressive HR experience, with at least 3 years in a senior HR leadership role with multi-country responsibility.
• Proven experience supporting frontline or hourly workforces in Latin America.
• Demonstrated experience with HR entity setup, greenfield market launch, or HR buildout in new geographies; EU experience a strong plus.
• Strong knowledge of employment law and HR best practices across Latin America; working knowledge of EU labor directives and Middle East/Asia employment frameworks a plus.
• Proven track record in talent management, compensation strategy, organizational development, and complex employee relations.
• Experience managing or coaching managers through progressive discipline, investigations, and employee relations processes across multiple jurisdictions; prior experience with compliance-adjacent matters a plus.
• Experience managing EOR provider relationships and multi-country payroll, vendor partnerships preferred.