Director, Talent Management

Location: Remote in one of the following countries: Cameroon, Canada, Colombia, Democratic Republic of the Congo, Germany, Ghana, Kenya, Malawi, Mozambique, Netherlands, Nigeria, Poland, Portugal, Rwanda, South Africa, Spain, Turkey, Uganda, United Kingdom, or United States. The role requires approximately 3 hours of daily overlap with East Africa Time and meaningful overlap with US Eastern hours, plus approximately 3–4 trips per year, including travel to a country of operation and an in-person leadership event. Visa sponsorship is not available for employment visas in the United States or United Kingdom.

Base salary: $134,400 annually in the United States; £94,605 annually in the United Kingdom; $106,282 annually in Kenya. Annual benefits stipends and a 15% bonus target also apply by location.

Company

hirify.global is a global poverty-focused organization that delivers direct cash transfers and uses technology, quantitative measurement, and rigorous research to improve aid effectiveness.

What you will do

• Build the talent management function, including its vision, multi-year roadmap, sequencing, team model, and partnerships with workforce planning, compensation, recruitment, Finance, and function leaders.
• Own the redesign and execution of a global performance system connected to salary bands, merit increases, calibration, feedback, development, and fair handling of low performance.
• Revamp onboarding content and experiences for employees and managers in partnership with People Operations.
• Build manager development programs and tools covering feedback, coaching, difficult conversations, and performance management, later extending into leadership development and broader learning.
• Plan the values retreat, develop employee listening and engagement practices, and establish talent planning and succession.

Requirements

• 7+ years in talent management, performance, or organizational design, including experience leading a function or a major part of one.
• Experience designing a performance system, including connecting ratings to pay and improving the system after its first cycle.
• Experience keeping rating and pay systems fair across different currencies, labor markets, and manager quality.
• Hands-on experience building talent management programs or systems from scratch, or close to it, in a startup or scale-up; steady-state operating experience alone is not sufficient.
• Ability to reason across ratings, calibration, pay, promotion, onboarding, and other connected parts of a talent system.
• Experience designing change management into programs for managers and employees across different countries and cultures, and measuring adoption.
• Deep experience in at least two of onboarding, manager development, and employee engagement or listening, plus working experience in the third.
• Experience taking over a major project already in progress, working through disagreement with a senior partner, and influencing without formal authority in a matrixed organization.
• Strong judgment and prioritization, including the ability to decide what slips and communicate it clearly.

Nice to have

• Experience in a mission-driven or international organization, ideally combined with high-growth commercial or technology experience.
• Experience working across multiple countries, including sub-Saharan Africa.
• Experience with external facilitators, consultants, or vendors and deciding what to outsource or retain internally.
• Comfort using survey, performance, and calibration data while recognizing when the numbers may mislead.
• Exposure to compensation design or close collaboration with a total rewards team.
• Professional French or Portuguese.

Culture & Benefits

• Candid, analytical, and non-hierarchical culture with high ownership and early responsibility.
• Values emphasize recipients first, organizational success, proactive candor, rigorous thinking, personal growth, solution orientation, and productive ambition.
• Remote work with established employment infrastructure through a hirify.global entity or employer of record in the listed countries.
• Approximately 3–4 work trips per year, including an operational-country visit and an in-person leadership event.
• Equitable, location-based compensation with no-negotiation pay policy, benefits stipends, and a 15% bonus target.
• Equal opportunity, reasonable accommodations, and safeguarding-focused hiring practices.

Hiring process

• Pre-hire screening may include reference checks with previous employers, criminal background checks, sanctions screening, and misconduct-related checks.
• Reasonable accommodations are available during the application and interview process.