Director of Talent Strategy & Operations

Join Veho as the Director of Talent Strategy & Operations. In this hands-on, player-coach role, you will connect hiring with employee development, ensuring top talent enters, grows rapidly, and raises the performance of those around them. You will manage key programs related to Total Rewards, Employee Experience, Performance Management, People Systems & AI, and People Analytics. You will work closely with Talent Acquisition and People Business Partners, leading a core team of approximately six people. Success will be measured by the optimization of team structure, reliable data and reporting, clear performance standards, targeted retention for top talent, transparent compensation, and automated workflows.

• Establecer y construir programas clave para atraer, retener y elevar el talento de alto nivel en la organización, priorizando su implementación.
• Gestionar los sistemas y operaciones que respaldan la estrategia de talento, incluyendo Total Rewards, Employee Experience, Performance Management, People Systems & AI, y People Analytics.
• Liderar un equipo de aproximadamente seis personas, estableciendo estándares operativos y trabajando directamente junto a ellos para lograr los objetivos de la organización.

• People Management: Experience managing teams of five or more people, including directly resolving performance issues
• Practical AI & Automation Experience: Hands-on experience building or deploying AI and automation tools to eliminate manual administrative work
• Data & Tech Proficiency: Able to build and analyze metric dashboards, configure HR software, specify integrations, and troubleshoot data discrepancies
• End-to-End Execution: Experience launching major company-wide initiatives from initial concept to completion, both independently and with technical specialists
• High-Growth Environment: Experience working in fast-paced, technology-driven companies where headcount and processes scaled rapidly
• Process Optimization: Proven ability to organize unstructured processes into clear, repeatable routines with defined owners, deadlines, and metrics
• 8–12 Years of Experience: Strong background in operations, HR, or program management, with a track record of personally designing and launching programs that improved company performance standards
• Connected Talent Mindset: Ability to see hiring, onboarding, performance reviews, compensation, and offboarding as one continuous loop, with clear examples of how you've fixed broken steps in that process before