Head of People

ABOUT THE COMPANY

We manage transfers end-to-end using electronic monitoring and payment technology.

JOB SUMMARY

What we’re looking for:People-as-performance operator: Strong business acumen with a track record of treating the People function as a driver of company/organizational outcomes (talent density, speed, quality, and reliability)—not just a compliance, people support, or admin team.A builder in lean, distributed environments: Demonstrated success building simple, scalable systems (hiring, performance, rewards, workforce models, HRIS) across multiple countries and regulatory contexts—with high judgment on tradeoffs under tight constraints.Trusted pair of hands for complex employee relations: Depth in sensitive employee relations, risk management, and safeguarding across very diverse contexts and cultural settings; calm, discreet, and principled.Exceptional leader and manager: Recruits, calibrates, and develops senior talent; sets a high bar; builds a small, high-leverage team and operating cadence that scales. First-principles, outcome oriented problem solver: Structured, analytical thinker who disaggregates problems, designs from first principles, iterates quickly, and measures results.Varied context experience: Comfort moving between private sector and NGO settings and between different org sizes; able to bring best-of-both to GD’s model. 

RESPONSIBILITIES

Make talent a competitive advantage: Raise the hiring bar; build a repeatable “hiring machine” (calibration, principles/values assessment, structured loops, quality-at-30/90 days). Build a proactive network and bench for executive and scarce roles.Design performance + rewards: Implement a lightweight, high-signal performance system tied to development and consequences; refresh compensation and total rewards to attract and retain top talent in our markets while preserving our lean model and staying economically efficient as an organization. Be the steady employee relations advisor: Lead on sensitive personnel matters with discretion and fairness; support investigations, safeguarding, crisis response, and change communications.Coach and level up leadership: Partner with the CEO/COO and executives on org design, succession, and leadership effectiveness; intervene early to raise or replace when needed.Build scalable global people ops: Improve HRIS/workforce tools; standardize core processes; ensure compliant, efficient operations across countries (subsidiaries, contractors, EOR/PEO) in close partnership with Finance and Legal.Strengthen culture and engagement: Ensure our values are felt and lived across the organization; that staff are supported to be at their best thanks to inclusive practices that build growth, trust, belonging, creativity, and execution speed.Own people analytics: Ship leadership dashboards (headcount, hiring velocity/quality, retention, eNPS/voice, performance distribution) to inform decisions and accountability.Operate with leverage: Keep the People team small, senior, and high-output; set SLAs, clarify ownership, and continuously remove friction for program and fundraising teams.

REQUIRED SKILLS

Planning, Human resource and personnel development, Interviewing, Talent management and planning, People management

REQUIRED EDUCATION

Diploma, Associate's degree