Cordance - Director, Human Resources
Requirements
• 10+ years of progressive HR experience, including significant experience in HR business partnership and/or HR leadership roles • Proven experience partnering with senior leaders to drive people strategy in global, multi-region organizations • Experience with M&A, post-acquisition integrations, or global expansion efforts • Experience in a SaaS, technology, or high-growth environment • Demonstrated success influencing senior stakeholders and driving measurable business outcomes through HR strategy • Experience supporting complex, multi-entity and/or multi-business unit organizations • Strong judgment, analytical capability, and problem-solving skills, with the ability to use data to inform decisions • Experience leading organizational change, transformation, integrations, or restructuring initiatives • Experience supporting distributed, remote-first teams • Background in scaling organizations and building HR infrastructure in growth environments • Strong knowledge of employment laws and HR practices across several regions. • Familiarity with global HR systems, processes, and tools • Advanced degree and/or HR certification such as SHRM, SPHR, or CIPD • Please note that we do not accept unsolicited resumes, work on a Corp-to-Corp basis, or engage with non-vetted external agencies.
Responsibilities
• Partner with senior executives and business leaders to develop and execute HR strategies aligned to organizational and operational goals across multiple regions and business units • Lead workforce planning, organizational design, and talent strategies that support growth, scalability, and business performance • Serve as a trusted advisor to leaders on employee relations, performance management, leadership effectiveness, team dynamics, and organizational health • Provide coaching and guidance to leaders on complex people matters, including change leadership, succession planning, and talent development • Oversee and drive change management initiatives related to organizational transformation, integrations, restructures, and business growth • Ensure compliance with labor laws, regulations, and HR practices across key regions • Leverage people data, trends, and metrics to influence business decisions and improve engagement, retention, and overall organizational effectiveness • Support mergers, acquisitions, integrations, and restructuring efforts across a multi-entity environment • Partner cross-functionally with leaders and HR team members to strengthen programs, policies, and processes that support a high-performing culture • Champion company culture and values while adapting people practices to regional needs and business realities • Help build and mature HR infrastructure, processes, and capabilities to support a growing, global organization • Competencies • Competencies • Strategic Leadership: Aligns people strategy with business priorities and long-term organizational goals • Strategic Leadership: • Executive Influence: Builds credibility and partners effectively with senior leaders and stakeholders across the business • Executive Influence: • Global & Cultural Agility: Navigates regional complexity and cultural differences with sound judgment and adaptability • Global & Cultural Agility: • Business Acumen: Understands SaaS operating models, growth drivers, and organizational dynamics • Business Acumen: • Change Leadership: Leads through ambiguity and drives effective organizational transformation • Change Leadership: • Talent & Organizational Effectiveness: Applies strong judgment to organizational design, leadership capability, and team performance • Talent & Organizational Effectiveness: • Data-Driven Decision Making: Uses people analytics and business insights to guide priorities and actions • Data-Driven Decision Making: • Communication: Communicates clearly and effectively across varied audiences and levels of the organization • Communication: • Execution Excellence: Balances strategic thinking with operational follow-through and accountability • Execution Excellence:
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