Senior HR Manager

Responsibilities:

HR Strategy & People Function Scaling (150 → 200 → 300 → 500)

• Conduct a full HR audit: strategy, processes, documentation, performance, engagement, culture, and talent development;
• Identify what works, what doesn’t, and where the gaps are - and build a clear improvement roadmap;
• Design and implement a scalable 1–3 year HR strategy aligned with business goals, delivery pipeline, technical capacity, and geographic growth;
• Build HR infrastructure that supports multi-country teams, remote work, and asynchronous collaboration;
• Align People strategy with Leadership, Delivery, PM, Technical Operations, BD, and Finance.

HR Operations Optimization & Continuous Improvement:

• Review and improve the Performance Review framework to increase clarity, fairness, and adoption;
• Audit and elevate onboarding & offboarding processes, especially for remote employees;
• Optimize engagement processes (1:1s, surveys, feedback loops) with a focus on actionable outcomes;
• Strengthen internal communication and cultural alignment across countries and time zones.
• Conduct a capabilities audit of the HR team and define clear roles and responsibilities;
• Improve workflows, accountability, SLAs, and communication standards across HR & Recruitment;
• Gradually transition from hands-on execution to people and function management.

Recruitment Oversight & Hiring Function Optimization (20%):

• Standardize hiring practices across departments, especially for remote technical teams;
• Improve hiring forecasting, capacity planning, and collaboration with Delivery, PMs, and Tech Leads;
• Strengthen employer branding through a consistent and transparent candidate experience;
• Ensure Recruitment works as a predictable, data-driven function rather than a reactive one.

Scaling a Remote, Multicultural & Multilocation Company:

• Audit existing remote-work frameworks (communication, ownership, availability, documentation);
• Improve async communication habits and documentation-first practices;
• Ensure consistent employee experience regardless of location or cultural background;
• Train managers and leaders in remote leadership, multicultural management, and conflict resolution.

Strategic Partnership with C-level:

• Professionalize and elevate existing HR systems rather than rebuilding everything from scratch;
• Present People insights, risks, forecasts, and improvement plans to COO, CEO, CTO, and Delivery leadership;
• Help leadership understand scaling risks, talent challenges, and cultural dynamics;
• Translate business strategy into clear People roadmaps and measurable initiatives;
• Facilitate leadership alignment across distributed teams and offices.

HR & Recruitment Analytics / Data-Driven Decisions:

• Audit current data sources (Sheets, ATS, HRM systems, surveys);
• Build a unified data approach for HR & Recruitment;
• Turn HR data into decisions, not just reports;
• Improve workforce planning, forecasting, and load management across departments.

Requirements:

• 5+ years of experience in HR;
• 2+ years in management roles;
• Experience in IT / product / agency companies with 200–500+ employees;
• Proven cases of scaling People processes;
• Strong expertise in: HR Operations, Talent Management, Recruitment Processes, Employee Experience;
• Experience managing teams of 5+ people;
• Strategic, analytical mindset;
• Calm, zero-drama communication style;
• Systematic, structured approach to work.

Would be a plus:

• Experience building an HR function from scratch or transforming an existing one;
• Background in fast-growing IT companies;
• Experience managing and optimizing two parallel functions (HR & Recruitment).

We offer:

• Interesting international projects that support both professional and personal growth;
• Work in a team of creative, proactive, and empathetic people;
• Full-time collaboration with a flexible schedule - we focus on results, not hours or location;
• Accumulation of days off and the option to take mid-week breaks if you prefer working on weekends;
• Comfortable, modern office in the city center, with the option to work from home;
• Paid vacation after the probation period - 20 working days per year + national holidays;
• Medical insurance after the probation period;
• Minimal bureaucracy, transparent processes, continuous feedback, and real support from the team;
• Competitive salary based on interview results, expectations, and long-term career plans;
• Trial period of around 3 months (flexible and result-driven);
• Team activities and informal events: parties, post-work poker clubs, picnics, and more - we like to keep things human.