We're looking for a Senior HR Director to build the people function from the ground up for a fast-growing, multi-vertical industrial and commercial real estate company currently at 40 to 45 employees and scaling to 80 to 100 within two years.
You will own talent acquisition, executive recruiting, organizational design, performance management, management development, employee relations, and the creation of a measurable accountability culture.This is not a traditional HR role.
The company does not need a compliance administrator.
It needs a strategic operator who thinks in terms of human capital ROI, builds systems that surface and retain high performers, manages out underperformers decisively and compliantly, and can personally headhunt C-suite and senior operational leaders as the company scales.
You will be the sole dedicated HR resource reporting directly to senior leadership.
If you have verifiable experience scaling HR at a company from the 40 to 50 person stage to 100 or more, have personally headhunted senior executives, have deep knowledge of US employment law, and operate with the commercial acumen and executive presence to function as a true strategic partner to the leadership team, this role is a strong fit.Why You'll Want to JoinYou will be paid in USD (bi-monthly: every 15th and 30th)Paid Time Off in accordance with company policyObservance of Holidays per company guidelines100% remote setup so you can work wherever you're most productiveThis role requires a full-time commitment to US Central Standard Time business hoursBuild the HR function from scratch at a company with a clear and active growth trajectoryReport directly to senior leadership with full ownership over people strategy, talent acquisition, and performance architectureHigh-visibility, high-impact role where your work is directly measurable in headcount quality, retention, and organizational performanceWhat You'll Work OnTalent Acquisition and Executive RecruitingOwn recruitment at all levels from entry-level hires through executive searchBuild and run a repeatable, fast hiring process that supports growth to 80 to 100 employeesPersonally lead sophisticated executive search efforts including sourcing, assessment, and closing senior candidates such as COOs, CMOs, and VPsPlan resources and headcount with business unit leaders to anticipate hiring needs before they become urgentOnboarding and OffboardingDesign and manage onboarding so new hires reach full productivity quickly and with minimal leadership overheadManage new hire documentation and acknowledgements ensuring complete and timely recordsRun a consistent, compliant, and respectful offboarding processPerformance Management and AccountabilityDesign and implement performance evaluations and a quarterly check-in cadence so performance issues surface early rather than at annual reviewImplement and manage KPIs together with business unit leadership to create a measurable accountability cultureTrack performance early in each employee's tenure so fit or lack of fit is identified and addressed in a fair, documented, and timely manner including transitions where neededMaximize each employee's contribution through clear goals, coaching, and structured feedbackCulture, Development, and Career MappingBuild and foster a culture of opportunity and upward mobility where employees can see a clear path to advanceCreate career maps and development paths across roles and functionsDevelop managers' leadership and people-management capability so accountability cascades through the organizationLead organizational design as the company scales and structures evolveIdentify and facilitate continuing education opportunities for the teamEmployee Relations and Day-to-Day OperationsResolve day-to-day people and operational issues promptly and with good judgmentManage employee conflict and employee relations matters with fairness and discretionProvide consistent employee assistance and support across a distributed teamPolicies, Procedures, and ComplianceWrite, maintain, and consistently administer policies and proceduresOwn the employee handbook and keep it current with US employment practices and regulationsMaintain thorough and consistent documentation across all people processesManage US employment law compliance across distributed team structures including EOR and contractor frameworksChange ManagementLead change initiatives and communicate them clearly across the organizationConfirm buy-in, understanding, and consistent enforcement at all levels of managementExpedite processes across the people function and challenge slow or unnecessary stepsConduct regularly scheduled management communication to ensure policies and procedures are consistently upheldWhat You BringSenior people, talent, or HR leadership experience in a growing entrepreneurial environment with verifiable experience scaling a company from approximately 40 to 50 employees to 100 or moreSignificant exposure to US employment practices and compliance including at-will employment, EOR and contractor frameworks, and distributed team structuresSophisticated executive search capability including personally headhunting and closing senior leadership hires rather than relying on applicant pipelinesStrong commercial judgment with the ability to speak in terms of headcount ROI, labor efficiency, and performance metricsExceptional spoken and written English with the executive presence and directness to command a room, influence senior leaders, and deliver difficult feedbackSelf-managing with a strong work ethic and a genuine desire to build rather than maintainInnovative with a track record of building and improving people processes from scratchFull commitment to working US Central Standard Time business hoursMBA or equivalent advanced degree preferred; strong practical experience will be weighted heavilyNice to HaveExperience supporting a multi-vertical company spanning operations-intensive verticals such as warehousing, logistics, construction, or real estate alongside professional services or capital managementBackground working with US-based companies or US workforces from an offshore or remote capacityFamiliarity with EOR platforms such as Deel or Remote for cross-border employment complianceExperience in Latin America or South Africa with strong exposure to US company operating cultureHow to ApplyPlease include:Your updated resume with specific detail on organizations you helped build or transform, approximate employee populations managed, and senior positions you personally recruitedA short Loom video (1 to 2 minutes) introducing yourself, describing your experience scaling HR at a company from the 40 to 50 person stage upward, and walking through one underperformance situation you managed directly and how you resolved itA written response (one page maximum) answering: here is a 45-person entrepreneurial company intending to become an 80 to 100 person organization — outline your first 90 days, showing how you would audit the current team, create accountability, establish the recruiting function, and begin searches for a COO, asset manager, and sales and construction management personnelOnly candidates who submit all three components will be moved to the next step of the hiring process.If you are a strategic HR operator who has built people functions from scratch, personally headhunted senior executives, and can architect the accountability systems and recruiting infrastructure that a fast-scaling multi-vertical company needs to reach 100 employees without losing performance standards, this role gives you the ownership, the direct access, and the direct impact to do your best work.Application Process OverviewOur comprehensive selection process ensures we find the right fit for both you and our clients:Initial Application - Submit your application and complete our prequalifying questionsVideo Introduction - Record an video introduction to showcase your communication skills and work experienceRole-Specific Assessment - Complete a homework assignment tailored to the position (if applicable)Recruitment Interview - Initial screening with our talent teamExecutive Interview - Meet with senior leadership to discuss role alignmentClient Interview - Final interview with the client team you'd be supportingBackground & Reference Check - Professional reference verificationJob Offer - Successful candidates receive a formal offer to join the teamEach stage is designed to evaluate your fit for the role while giving you insights into our company culture and expectations.
We'll keep you informed throughout the process and provide feedback at each step.

📌 Hr Director (Bbs907) (Buenos Aires)
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📍 Buenos Aires