ABOUT US

We are a dynamic enterprise group of managed care and health insurance services which have become industry leaders in their diverse specialties. Headquartered in Dallas, Texas, the group has 10 offices around the world, including the United States, Canada, Panama, Ecuador, Colombia, and Dubai, and employs over 850 employees of various nationalities.

POSITION SUMMARY

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.

DUTIES AND RESPONSIBILITIES

The essential functions include, but are not limited to the following:

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 employee handbooks and HR communications reflect accurate, up-to-date policies across all locations.

Culture, Engagement & Employee Experience

Translate business priorities into employee engagement strategies and action plans that resonate with diverse, geographically distributed workforces.
Design and champion programs that enhance employee well-being, belonging, and organizational culture with sensitivity to local norms and the unique needs of each region.
Oversee the full employee lifecycle experience from onboarding through development, recognition, and transition, ensuring each stage reflects the company’s values and culture.
Implement feedback mechanisms (engagement surveys, pulse checks, listening sessions) to monitor employee satisfaction; coach in-country leaders on building meaningful improvement plans.
Oversee wellness initiatives, workers’ compensation programs, and workplace accommodation processes, ensuring compliance and a genuinely supportive work environment.
Support community engagement initiatives that reflect Vumi’s commitment to the communities where our people live and work.
Be a change champion for initiatives with significant employee impact, ensuring smooth transitions and positive adoption across all regions.

Employee Relations, Compliance & Risk Management

Ensure all regional HR teams maintain compliance with local labor laws, employment standards, and reporting requirements, as well as corporate standards that may exceed local minimums.
Maintain an open, accessible presence for employees and managers; utilize open-door practices to address concerns equitably and promptly.
Conduct and oversee complex workplace investigations, including matters with legal, compliance, or whistleblower dimensions, coordinating with outside employment counsel and the CHRO to ensure timely, thorough, and well-documented resolutions.
Partner with outside employment counsel across multiple jurisdictions including regional LATAM counsel and international employment specialists on matters requiring legal guidance, ensuring cost-effective and strategically sound engagement.
Ensure compliance with key workplace policies including non-harassment, non-discrimination, and workplace safety across all jurisdictions.
Oversee HR audits, risk assessments, and policy implementation across all regional functions; develop and enforce policies that promote a safe and ethical work environment.
Ensure terminated employee files and documentation are retained in accordance with applicable legal requirements in each country.

HR Operations & Process Improvement

Drive standardization and continuous improvement of HR processes and systems across all international locations, in partnership with the corporate HR team.
Support the implementation and adoption of enterprise HR technologies and HRIS platforms; ensure effective utilization by managers and employees across all regions.
Manage and optimize employer-of-record (EOR) provider relationships and multi-country payroll partnerships, ensuring compliance, accuracy, and consistent employee experience across all supported markets.
Leverage HR analytics and workforce data to track key metrics, identify trends, and present actionable insights to the CHRO and executive leadership.
Ensure HR reporting is consistent, reliable, and meaningful, covering retention, open positions, engagement, training outcomes, and compliance status across all markets.

MINIMUM QUALIFICATIONS (KNOWLEDGE, SKILLS, AND ABILITIES)

Bachelor’s degree in human resources, Business Administration, or related field required; Master’s degree or MBA preferred.
Minimum of 10 years of progressive HR experience, with at least 3 years in a senior HR leadership role with multi-country responsibility.
Proven experience supporting frontline or hourly workforces in Latin America.
Demonstrated experience with HR entity setup, greenfield market launch, or HR buildout in new geographies; EU experience a strong plus.
Strong knowledge of employment law and HR best practices across Latin America; working knowledge of EU labor directives and Middle East/Asia employment frameworks a plus.
Proven track record in talent management, compensation strategy, organizational development, and complex employee relations.
Experience managing or coaching managers through progressive discipline, investigations, and employee relations processes across multiple jurisdictions; prior experience with compliance-adjacent matters a plus.
Experience managing EOR provider relationships and multi-country payroll, vendor partnerships preferred.
Fluency in English and Spanish required, other languages a plus.
Strong cultural agility and the ability to adapt leadership style across diverse geographies, workforce populations, and organizational levels.
Excellent interpersonal, counseling, and influencing skills, able to build trust at all levels of the organization.
Ability to travel internationally approximately 15 to 20% of the year.

PREFERRED EXPERIENCE

Experience in hospitality, healthcare, or insurance industries.
Background in leading HR transformations, change management initiatives, and organizational design.
Experience with HRIS platforms; familiarity with EOR platforms and HR analytics tools.
Familiarity with total compensation benchmarking tools and multi-country compensation program design.
Experience with behavioral assessment tools as part of talent acquisition and development processes.

SUCCESS TRAITS

Collaborative and culturally agile leaders who builds trust quickly across diverse, distributed teams at every level of the organization.
Hands-on, practical problem-solver with the ability to operate strategically while rolling up their sleeves when the work requires it.
Proactive, highly organized, and comfortable managing complexity across a multi-country, multi-time-zone structure.
Data-informed decision-maker who balances workforce analytics with human judgment, empathy, and contextual awareness.
A genuine heart for people, a leader who believes that a well-supported, engaged workforce is the foundation of business success.

OTHER DETAILS

Supervisory Responsibilities

This role is a leader of managers and individual contributors.

Work Environment

The noise level in the work environment is usually low to moderate.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodation may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk or hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is occasionally required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus.

Travel Requirements

NOTE

This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise.

The Company complies with employment regulations as they apply to the location of service.

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