Open to Latin America: This role is open to candidates based in Latin America.

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 Join

- You will be paid in USD (bi-monthly: every 15th and 30th)
- Paid Time Off in accordance with company policy
- Observance of Holidays per company guidelines
- 100% remote setup so you can work wherever you're most productive
- This role requires a full-time commitment to US Central Standard Time business hours




- Build the HR function from scratch at a company with a clear and active growth trajectory
- Report directly to senior leadership with full ownership over people strategy, talent acquisition, and performance architecture
- High-visibility, high-impact role where your work is directly measurable in headcount quality, retention, and organizational performance

What You'll Work On

Talent Acquisition and Executive Recruiting

- Own recruitment at all levels from entry-level hires through executive search
- Build and run a repeatable, fast hiring process that supports growth to 80 to 100 employees
- Personally lead sophisticated executive search efforts including sourcing, assessment, and closing senior candidates such as COOs, CMOs, and VPs
- Plan resources and headcount with business unit leaders to anticipate hiring needs before they become urgent

Onboarding and Offboarding

- Design and manage onboarding so new hires reach full productivity quickly and with minimal leadership overhead
- Manage new hire documentation and acknowledgements ensuring complete and timely records
- Run a consistent, compliant, and respectful offboarding process

Performance Management and Accountability





- Design and implement performance evaluations and a quarterly check-in cadence so performance issues surface early rather than at annual review
- Implement and manage KPIs together with business unit leadership to create a measurable accountability culture
- Track 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 needed
- Maximize each employee's contribution through clear goals, coaching, and structured feedback

Culture, Development, and Career Mapping

- Build and foster a culture of opportunity and upward mobility where employees can see a clear path to advance
- Create career maps and development paths across roles and functions
- Develop managers' leadership and people-management capability so accountability cascades through the organization
- Lead organizational design as the company scales and structures evolve
- Identify and facilitate continuing education opportunities for the team

Employee Relations and Day-to-Day Operations

- Resolve day-to-day people and operational issues promptly and with good judgment
- Manage employee conflict and employee relations matters with fairness and discretion
- Provide consistent employee assistance and support across a distributed team

Policies, Procedures, and Compliance

- Write, maintain, and consistently administer policies and procedures
- Own the employee handbook and keep it current with US employment practices and regulations
- Maintain thorough and consistent documentation acros

📌 HR Director (Argentina)
🏢 Hire Overseas
📍 Argentina