Today there is a solid, committed People team, distributed across HQ, EU, LATAM, and the United States, but without a global system that unifies levels, compensation architecture, performance evaluation, onboarding, and management training. The person joining as Global Head of People will be the first person responsible for building that system at a general scale, and will do so at the moment of greatest growth in our historyThey will report directly to the CEO, building the organization's people direction, and will collaborate directly with the rest of the leadership team. They will also be responsible for our current globally-scoped People team, made up of both the Headquarters team and the teams across the different geographies where we operateWe are not looking for someone who wants to focus on administrative processes, nor someone who prefers to design and delegate. We are looking for someone who knows how to move between strategy and execution: someone who understands the day-to-day of the business in depth and wants to make People a strategic function and key ally to the businessOur philosophy is clear: we believe in empowering managers as the ultimate owners of their teams' people. We want to find the balance between process and bureaucracy and move at high speed. This person will play a key role in establishing the frameworks and structure needed so that speed doesn't compromise quality, so we continue to care for our talent and culture, and so we maintain our bar of excellence as we grow the teamAt this pivotal moment for Innovamat, we're looking for someone who will take on this challenge as their own and be able to mobilize and make an impact across the entire organizationPeople Strategy, Architecture & OrganizationDesign the first levels and compensation bands architecture for all 9 countriesDefine which metrics we monitor and with which tools, consistentlyDefine the framework for the benefits architecture by country, setting common principles at a global level, with the flexibility needed to adapt to each marketRedesign the performance evaluation system,



with two annual cycles and real calibration across departments and geographiesImplement an executive people analytics dashboard for the CEO and the Leadership Team with key metricsMaintain the balance between organizational growth and as flat a structure as possible, establishing the minimum bureaucracy needed at each stageTrack spans, layers, and revenue per employee as core metricsIdentify management needs before they become a problemPeople Business Partnering & DevelopmentLead the global team of People BPs (HQ, Spain, Italy, LATAM, US)Build the management training programImplement a systematic, measured onboarding process across all countriesDefine a system to identify top performers and cases of underperformanceDevelop the employer brand and our own talent pipeline at a global levelTalent AcquisitionLead the global Talent team (HQ, Spain, Italy, LATAM, US)Own the hiring standard, consistently evaluating each candidate’s purpose, learning ability, and reliability, with a unified criteria across countriesDefine and track hiring metricsPrioritize closing critical positions in product, artificial intelligence, and the United States marketPeople Operations, Processes & Employee SupportDefine the company's people rhythm: what cycles exist, when, and who runs them, at a global levelMaintain a small number of processes, with a high/flawless execution standard across all geographiesEnsure consistency and internal communication across our three markets (HQ, Spain, Italy, LATAM, and the United States) with three different languages in useDefine and roll out the method for communicating complex organizational decisionsPartnering with the Leadership TeamThis is the most valuable part of the role and the one that takes the longest to develop.



It will unfold in the following phases:Phase 1: Contribute, together with the CEO, to designing the Leadership Team's performance evaluation framework, as a specific application of the company's general evaluation systemPhase 2: Develop the Leadership Team's evaluation cycles, in collaboration with the CEO, with increasing autonomy as the cycles maturePhase 3: Act as People Business Partner to the Leadership Team, responsible for providing data-driven assessments on the performance and continuity of its membersBenefitsFlexible schedulesPersonal and professional development and growth planYoung, enthusiastic and dynamic environmentInnovamat Retreat at least a couple of times a yearTeam building daysAll the coffee, water, milk and tea, separately or mixed, that you can drinkExperience in top-tier strategy consulting, followed by an operational stage4+ years of experience leading people or project teams with real business accountability (P&L, budget, or quota). A background in HR is strongly preferred, but not required.The following will be positively valuedExperience in compensation, leveling, or performance evaluation systems, ideally across several countriesPrior experience in international organizations or in expanding markets, particularly the United States5 to 10 years of work experience building or leading people systems, teams, or processes from scratchExperience operating in multi-country environments, with teams and stakeholders across different geographies and time zonesExcellent communication skills at all levels of the organizationAn interest in the education sector and genuine motivation and commitment to the project will be positively valuedFluency in English and Spanish is required. Catalan is a plusAbility to operate under pressure, at a fast pace of growth, and in an environment of ambiguity and quick decision-makingAnalytical rigor and a data-driven approach to decision-makingAbility to dive into detail, hold a high execution standard, and connect teams to the company’s vision#J-18808-Ljbffr

📌 Global Head Of People & Organization (Madrid)
🏢 Innovamat Education
📍 Madrid