Global People Manager at Instiglio

Key responsibilities will include, but are not limited to: 

Global People Operations 

• Own and continuously improve global HR processes across the employee lifecycle (recruitment, hiring, and talent acquisition; onboarding; performance management; learning & development; offboarding; daily HR operations).
• Continually drive operational excellence in service delivery of people-related activities: data accuracy, process consistency, timeliness, and high-quality across regions and teams while adapting to local employment requirements.
• Oversee benefits administration, including managing in country pensions schemes and medical & accidental insurance covers, and exploring updates / renewals to benefits schemes when appropriate to continually deliver the best possible benefits that are right fit for staff and the organization.
• Serve as a trusted HR partner to managers and leaders, advising on employee relations, performance, engagement, and organizational matters.
• Ensure compliance with local labor laws and internal policies, in partnership with legal and finance stakeholders. 

Talent Acquisition & Onboarding Oversight 

• Lead workforce planning with leaders: what capabilities are needed, where, and when. 
• Ensure a consistent candidate experience and high-quality hiring decisions across regions. 
• Build proactive pipelines for priority roles using a mix of channels and approaches. 
• Ensure effective onboarding processes that integrate new hires into Instiglio’s culture, systems, and ways of working. 

Performance, Learning & Employee Experience 

• Lead implementation and continuous improvement of the revamped global performance management processes. 
• Support staff and team leads through performance cycles, feedback processes, and growth and development planning. 
• Design and oversee staff learning and development initiatives, including career pathways, leadership development, and skills-building programs. 
• Develop and implement wellbeing, engagement, and culture initiatives that support a healthy and inclusive work environment. 
• Monitor organizational climate and engagement data (e.g., bi-annual staff surveys); analyze insights and translate them into actionable people strategies. 

People data, systems, and decision support 

• Own HR systems and tooling (HRIS, ATS, performance platform), with a focus on data integrity, reporting, and usability. Regularly review systems, platforms, and tools to ensure they efficiently serve People Team and staff needs, strategizing updates if appropriate to streamline workflows. 
• Create practical people dashboards and insights for leadership (headcount, attrition, hiring pipeline, performance signals, engagement themes). 
• Use data to support faster, fairer people decisions and reduce debate-by-opinion. 

Organizational Development & Strategic People Initiatives 

• Partner with senior leadership on organizational design, talent & workforce planning, and change management initiatives to continually implement and evolve people-related strategies and objectives. 
• Build and maintain systems that support effective collaboration across offices and regions. 
• Lead or contribute to cross-functional projects related to scaling operations, improving ways of working, and strengthening organizational effectiveness. 
• Use data and analysis to inform people decisions and recommendations, especially with our senior staff Leadership Team (including AI-enabled improvements). 

Team Management & Global Collaboration 

• Manage, mentor, and develop members of the Global People team across time zones (i.e., People Associate based in Colombia and 2 People Analysts based in Kenya and Colombia). 
• Foster a collaborative, high-performing team culture grounded in accountability, learning, and continuous improvement. 
• Coordinate work across regions to ensure clarity of roles, priorities, and handoffs.

We are building a team of thoughtful, driven professionals who are motivated by our mission and excited to grow with the organization. An ideal candidate will have: 

Education:  

• Bachelor’s degree in Human Resources, Business Administration, Industrial Engineering, Psychology, or related fields.  
• Master’s or other postgraduate degree in human resources administration, change management or related fields would be an added advantage. 
• Professional HR accreditation (local or international, such as IHRM, CIPD, SHRM, or HRCI) is strongly preferred. 

Experience: 

• At least eight (8) years of relevant work experience as an HR generalist and/or specific experience in talent acquisition, training, development and performance management processes.