Senior Director, Human Resources

Senior Director, Human Resources

The Senior Director, Human Resources is a senior leader within Vumi Group, accountable for overseeing HR strategy and execution across a geographically diverse global portfolio. This role directly supports a large frontline workforce in Latin America, provides ongoing partnership to established operations in the Middle East, Asia, and plays a key role in entity setup and market launch support across the European Union.

Based in Miami and reporting to the CHRO, this leader develops and executes an HR Business Plan aligned with regional and company-wide strategies, partnering with in-country HR Managers and business leaders to deliver people practices that drive engagement, compliance, operational excellence, and a high-performing, inclusive culture. The Senior Director serves as the connective tissue between global HR policy and regional execution, balancing strategic vision with hands-on operational leadership across a matrixed structure.

Regional HR Leadership & Partnership

• Serve as the senior HR leader for all international operations, providing strategic oversight, coaching, and support to in-country HR Managers.
• Develop and execute an HR Business Plan aligned with regional business priorities and corporate HR strategy, translating organizational goals into actionable people plans.
• Partner closely with country and regional business leaders as a trusted advisor and key voice in leadership discussions on people, culture, and organizational health.
• Attend leadership meetings as the HR representative, providing context and insight on retention trends, open positions, engagement results, and training outcomes.
• Supervise and develop in-country HR Managers and regional HR specialists, ensuring the team is properly equipped to serve their employee populations effectively.

Latin America

• Working with country HR Leaders, oversee workforce planning, staffing optimization, and recruitment strategies to ensure operational talent needs are met efficiently and equitably.
• Ensure robust onboarding, training, and development programs reflect the multicultural and multigenerational nature of the frontline workforce.
• Monitor the work environment and maintain strong, proactive employee relations to foster a positive and stable workforce.
• Coach managers on progressive discipline processes and ensure proper documentation of all disciplinary actions; develop and maintain SOPs for discipline, attendance, and conduct across the region.
• Maintain strong labor relations and full compliance with local employment law, collective norms, and workplace safety standards in each country.

Europe, Middle East & Asia

• Partner with legal, finance, and business leadership on HR infrastructure buildout for EU entity establishment, including employment frameworks, onboarding structures, and policy localization.
• Support talent acquisition and leadership hiring as new EU markets launch, ensuring a culturally aligned and operationally sound people foundation.
• Ensure EU operations are established in full compliance with applicable labor directives, GDPR requirements, works council obligations, and local employment law.
• Provide ongoing strategic HR partnership to established operations, ensuring consistency in performance management, compliance, and people practices.
• Support leaders on succession planning, leadership pipeline development, and organizational effectiveness initiatives.
• Serve as the escalation point for complex employee relations matters and ensure alignment with corporate HR standards across the region.

Talent Management & Development

• Champion talent acquisition, succession planning, and leadership development efforts to build a strong talent pipeline across all markets.
• Oversee performance management processes, ensuring timely reviews, accurate merit increase processing, and a culture of continuous feedback and accountability.
• Analyze open positions to balance the development of existing talent with immediate business needs; make staffing decisions that strengthen the talent cadre and pipeline.
• Ensure managers across all regions are competent in assessing, evaluating, and developing both hourly and salaried staff.
• Act as a coach and expert facilitator for leadership development practices, equipping people managers to lead high-performing, inclusive teams.

Compensation, Benefits & Total Rewards

• Partner with the CHRO on total compensation strategy, ensuring market competitiveness, internal equity, and alignment with employee performance and business outcomes.
• Remain current on internal and external compensation environments across all regions; conduct and participate in equity analyses and surface issues for resolution.
• Champion the communication and proper use of total compensation systems, tools, and programs, ensuring employees and managers understand and value the full rewards package.
• Oversee recognition and incentive programs aligned with organizational priorities and regional engagement goals.
• Ensure…