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 global scale, and will do so at the moment of greatest growth in our history

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They will report directly to the CEO, building the organization's people direction, and will collaborate directly with the rest of the leadership team. 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 team
Define the framework for the benefits architecture by country, setting common principles at a global level, with the flexibility needed to adapt to each market
Redesign the performance evaluation system, with two annual cycles and real calibration across departments and geographies
Implement an executive people analytics dashboard for the CEO and the Leadership Team with key metrics
Maintain the balance between organizational growth and as flat a structure as possible, establishing the minimum bureaucracy needed at each stage
Identify management needs before they become a problem
Lead the global team of People BPs (HQ, Spain, Italy, LATAM, US)




Build the management training program
Develop the employer brand and our own talent pipeline at a integral level
Talent Acquisition
Lead the global Talent team (HQ, Spain, Italy, LATAM, US)
Define the company's people rhythm: what cycles exist, when, and who runs them, at a global level
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 system
Phase 2: Develop the Leadership Team's evaluation cycles, in collaboration with the CEO, with increasing autonomy as the cycles mature
Phase 3: Act as People Business Partner to the Leadership Team, responsible for providing data-driven assessments on the performance and continuity of its members Benefits
Personal and professional development and growth plan
All the coffee, water, milk and tea, separately or mixed, that you can drink
Experience 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. xsgfvud
Experience in compensation, leveling, or performance evaluation systems, ideally across several countries
~ An interest in the education sector and genuine motivation and commitment to the project will be positively valued
~ Fluency in English and Spanish is required. Catalan is a plus
~ Analytical rigor and a data-driven approach to decision-making
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📌 Global People Manager (Barcelona)
🏢 Innovamat Education
📍 Barcelona