This is not an HR role. You won't own payroll, benefits, or the employee lifecycle. You'll work directly with the CEO and the leadership team on the calls that actually move the company: who's growing, who's stuck, who's missing, and what to do about it.

What you'll own

• Talent density of the core team. The percentage of A players in key roles goes up. People who aren't meeting the bar are identified early, with a 90-day plan or a decision. No elephants in the room.

• Development of key talent. High potentials grow visibly. Their performance improves. They stay. They build a real talent bench, not a wishlist.

• Org design of the leadership team. The structure, roles, and reporting lines of the leadership team match where they're going. Changes happen on time, not six months late.

• Quality of hiring for key roles. Leadership and critical IC hires are on the bar at 6 months, measured by their manager and by results. As the company grows, you'll be increasingly involved in designing and running the searches that matter most.

What you won't do

• Run payroll, benefits, or onboarding admin (Finance owns this)

• Source for non-key roles (hiring managers own this)

• Run employee engagement programs, events

• Coach passively from the sidelines

How you'll work
You'll be in the meetings, the 1:1s, the calibration sessions, and the hard conversations. Your tools are observation, direct feedback, and structured intervention.

You'll report directly to the CEO with real authority to challenge leaders who aren't doing the people part of their job, to propose promotions, role changes, or exits, and to force the people agenda of the leadership team — what gets discussed, what gets calibrated, and in what order.

How you'll be measured

• A-player retention at 12 months: 90%+

• Key hires on the bar at 6 months: 80%+

• Time to act on performance gaps: under 90 days from detection to action

• Calibration coverage: 100% of leadership team and key people, every 6 months

You won't be measured on eNPS, engagement scores, workshops run, or programs launched. You'll be measured on whether the company gets sharper, faster, and stronger at people decisions.

Who they're looking for
Someone who has been inside high-performing organizations and understands how they actually work, not the deck version. You can read team dynamics fast, hold hard conversations without flinching, and earn the trust of senior leaders quickly.

Background in coaching, organizational psychology, leadership development, or talent strategy, but more than credentials, they're looking for sharp judgment and a real track record of making teams better. If you've spent a career building beautiful programs, this isn't your role. If you've spent a career walking in, seeing what's broken, and fixing it, keep reading.

Why this matters
They are changing how tens of thousands of professionals work across LatAm. They have product, traction, and a team capable of more. They're at the point in the curve where raising the bar on internal talent is what unlocks the next jump.

If this sounds like your kind of work, tell them about a situation where you did something similar — and what it produced.

What they offer

• Full time - Individual contributor

• Location: 100% remote work

• Competitive compensation in USD

• Flexibility and autonomy to create impact

• Direct participation in strategic business decisions

• Professional growth opportunities within an internationally expanding company.

• Reports to CEO, directly

Apply now!