Location: Remote - Europe time zones
Language: English (Intermediate+), Ukrainian or Russian (fluent)
Contract type: B2B

About the Client

Our client is a high-growth global payment platform utilizing AI-routing in specialized verticals (iGaming, Forex, Crypto). Processing millions of transactions across cards, 60+ APMs, and crypto in Europe, LATAM, and Africa. With MSB status in Canada and aiming for EMI licensing in the UK and Malta, they are entering a critical scale-up phase.

This position is for an exceptional professional who wants to build the entire HR-machine from the ground up - without legacy systems or bureaucracy - to create a global People function that serves as a competitive advantage for the business.

About the Role

This role is a unique chance for a seasoned professional to drive significant organizational change in a dynamic global Fintech environment:

• Global Reach: We operate in Europe, LATAM, and Africa, handling millions of transactions across cards, 60+ APMs, and crypto.
• Critical Phase: You join at the exact moment of transition from startup to scale-up, allowing you to build the "HR machine" correctly from the ground up.
• High Impact: This is the opportunity to build 10x faster than in a large corporation or to bring essential systemization to a rapidly growing startup.
• Regulatory Focus: Involvement in the move toward obtaining EMI licenses in the UK and Malta, adding complexity and growth potential.

Key Responsibilities

You will own the entire HR function end-to-end: Strategy, Processes, Team, and Culture.

First 60 Days: Foundations for Scale

• Conduct a full audit of the current state: team, processes, compensation, and key metrics.
• Develop the 12–18 month HR Strategy: define structure, roles, grading, and growth plans.
• Launch essential base processes: Onboarding, Probation, and Performance Checkpoints.
• Build a standardized recruitment system: from job descriptions to interview guides and candidate assessment.
• Implement first critical HR metrics and dashboards: Time-to-hire, Quality of Hire, and Retention.

Next 12 Months: Full Cycle & Culture

• Establish the complete HR lifecycle: hiring, adaptation, development,Performance Review, and offboarding.
• Create a data-driven system for OKR, grading, and compensation, tied to market rates and results.
• Shape and defend the A-Players Culture: emphasizing Ownership, Speed, Feedback, and Zero Politics.
• Launch HR operations in regional hubs: Africa, LATAM, Europe, and Asia.
• Build your team: Hire HR Generalists and HR Business Partners as the company scales.
• Implement necessary systems: HRIS, ATS, and performance management tools.
• Create a Leadership Enablement program to train managers in hiring and team development.

Requirements

Experience & Expertise

• 5-7+ years in HR with a verified track record of building the HR function in startups or scale-ups (60 → 200+ people).
• Proven track record of building HR systems from scratch (understanding the difference between a theoretical process and a functional system).
• Experience in Fintech, high-growth, or multi-regional structures is essential.

Skills & Approach

• Strategic Thinking + Operational Execution: From long-term People Strategy to launching onboarding in a week.
• Data-Driven: Managing HR exclusively through metrics: Time-to-hire, Quality of Hire, Retention, eNPS.
• Hiring at Speed: Ability to fill critical positions quickly without sacrificing quality.
• Leadership and Influence: Ability to work directly with and influence the CEO and C-level team.

Character

• System Builder: Loves to create structure and process where none exists.
• Ownership Mindset: Takes full responsibility for the results (speed of hiring, quality of people).
• Pragmatism and Speed: Chooses solutions that work, acts quickly in uncertainty.

What’s Offered

• Influence & Autonomy: Full ownership of the HR function with direct access to the CEO and founders. You get the budget and authority to experiment.
• Career Growth: Clear path to Head of People / CHRO as the company scales. Budget for building your HR team and tools.
• Financials:
        - Competitive Base Salary (Top 10% of the market).
       - KPI-Driven Bonus.
        - B2B Contract, opportunity to work from Europe.
• Culture: English-first, data-driven environment. Work with A-Players; low performance is resolved quickly to protect the culture.