Managing Director, People And Organization

Role Overview The Managing Director, People and Organization leads the company's people strategy end to end, partnering with the founders and leadership team to build the talent, structure, and culture required to support the organization's growth and long-term ambitions. The role owns senior talent acquisition, organizational design, performance and capability building, total rewards, and company-wide people initiatives, translating business strategy into an effective and scalable people agenda. Key Responsibilities Talent Acquisition & Senior Hiring Own the end-to-end strategy for attracting, assessing, and securing senior leadership and business-critical talent. Build and manage executive search efforts, including direct sourcing, external partner management, and candidate assessment. Define what a strong hire looks like for the organization's context and embed consistent hiring standards across the leadership team. Strengthen the employer brand and talent pipeline to support current and future hiring needs. Organizational Design & Structure Partner with leadership to design and evolve the organizational structure, reporting lines, and role definitions as the company scales. Identify structural gaps and develop plans to build a strong, capable middle management layer. Support workforce and succession planning to ensure continuity in key roles. Performance Management & Capability Building Design, implement, and continuously improve the performance management framework, including goal-setting, review cycles, and feedback mechanisms. Partner with people managers to raise the quality and consistency of performance conversations and development planning. Drive leadership development and capability-building initiatives across the organization. Total Rewards, Compensation & Equity Partner with Finance and leadership to develop and maintain competitive compensation and benefits frameworks. Lead the rollout and ongoing administration of employee equity / share ownership programs, including employee communication and buy-in. Strategic & Leadership Partnering Serve as a strategic partner to the founders and leadership team on all people and organizational matters. Translate business priorities into a clear, measurable people agenda with defined objectives and outcomes. Prepare the organization's people function for future scale, including readiness for corporate milestones and expansion. Requirements 20+ work experience in People / Human Resources / Organizational leadership, including at a leadership or head-of-function level. Proven track record in senior and executive talent acquisition. Strong experience in organizational design, performance management, and capability building. Working knowledge of compensation, benefits, and employee equity / share ownership programs. Demonstrated ability to partner effectively with founders, executives, and cross-functional leaders. Experience supporting organizations through periods of growth, scaling, or major corporate milestones is strongly preferred. Excellent judgment, communication, and stakeholder-management skills. Bachelor's degree or equivalent from world class institution; relevant postgraduate qualification is an advantage. Preferred Attributes Strategic and hands-on in equal measure — comfortable setting direction and driving execution. High integrity and sound judgment when handling sensitive and confidential matters. Structured, framework-driven approach paired with strong interpersonal instincts. Able to operate effectively in a fast-paced, evolving environment.