Head of People

Role Overview

• Own the full cycle: onboarding, offboarding, staff engagement, and recurring people processes across multiple countries and entities
• Ensure core processes run reliably, with clear ownership and consistent follow-through
• Reduce friction and ambiguity in how people support is delivered across the business
• Partner closely with delivery leaders on staffing, retention, performance, team health, and organizational decisions
• Bring an independent point of view — including pushback — while maintaining trust and productive working relationships
• Translate business context into practical people decisions quickly and without overprocessing
• Own how the company handles underperformance, conflict, disciplinary situations, exits, and sensitive cases
• Act as a neutral, credible partner in difficult conversations — well-prepared, well-documented, and sound in judgment
• Support managers in addressing issues early, consistently, and across multiple geographies and cultural contexts
• Oversee TA function— ensuring hiring discipline, interview quality, decision-making, and onboarding effectiveness
• Support workforce planning grounded in both immediate business needs and longer-term organizational health
• Equip managers with practical tools and guidance for promotions, compensation changes, feedback, development, and team issues
• Drive consistent execution of performance cycles and other key people processes — not just design them
• Track the metrics that matter: retention, regretted attrition, time-to-hire, performance cycle completion, quality hires, etc.
• Use data to identify issues, evaluate trade-offs, and improve outcomes — not to build dashboards
• Improve systems and frameworks pragmatically, where business reality exposes friction or gaps

Requirements

• 7+ years of progressive HR/People experience, including leadership responsibility
• Proven background in technology services, IT services, or professional services
• Direct TA experience or experience leading a TA team
• Experience working across multiple countries and entities
• Demonstrated experience supporting US and/or Western European clients or business operations
• Based in Warsaw, with comfort working in a hybrid environment — or remote with ability to travel as needed
• Professional fluency in English required; Russian language skills are a meaningful plus
• Lived experience working with teams from Belarus, Ukraine, or similar Slavic contexts — understanding the cultural norms, communication dynamics, and professional expectations that shape how people work
• Ability to operate as a genuine bridge between Eastern European team realities and Western client or business expectations — without flattening either side
• Operator-first: bias toward execution, follow-through, and practical results over process for its own sake
• Backbone: able to hold a position under pressure, push back on leaders when warranted, and make sound calls in ambiguous situations
• Speed: moves issues forward without creating unnecessary drag or delay
• Numbers orientation: comfortable with metrics, trade-offs, and the business implications of people decisions
• Gravitas: credible with founders, senior leaders, and managers — able to hold the room in high-stakes conversations
• Independent: strong enough not to get rolled by stronger personalities or shifting stakeholder pressure

Benefits

• A seat at the executive table—and a voice in shaping the company’s future
• A global, values-driven team committed to excellence and transparency
• Freedom to build a function that fits the business—not a one-size-fits-all model
• Competitive compensation and benefits
• Growth opportunities in a business that’s not slowing down anytime soon