Head of HR

What You’ll Do

• People strategy and workforce planning: partner with leadership to define hiring plans, org structures, and capability gaps. Translate strategy into headcount planning, recruiting priorities, and execution timelines.
• Recruiting engine: build a high-quality recruiting process that scales (sourcing channels, interview loops, scorecards, candidate experience, offer process). Drive time-to-hire and quality-of-hire metrics.
• Performance management: implement a performance framework that aligns goals, expectations, feedback, and rewards. Create clear evaluation cycles, calibration, and manager enablement.
• Compensation and benefits: design compensation bands, leveling, and promotion guidelines. Ensure internal fairness and market competitiveness. Manage benefits strategy appropriate for Taiwan and global hires.
• Equity and long-term incentives: partner with Finance and Legal on ESOP or equity plan administration, grants, vesting, governance, and employee communications. Ensure clean documentation and accurate tracking.
• HR operations and compliance: implement core policies, employee handbook, HR SOPs, and compliant employment practices. Manage employment contracts, probation, leave, attendance, and disciplinary processes.
• Employee relations: handle investigations, conflicts, performance issues, and terminations professionally and consistently. Ensure documentation quality and reduce legal risk.
• Onboarding and enablement: design onboarding that gets hires productive quickly. Build role clarity, training resources, and manager checklists.
• Culture and engagement: build mechanisms for feedback, engagement, and leadership communication. Establish norms that support speed, accountability, and trust.
• HR systems and analytics: choose and manage HRIS and ATS tools, maintain accurate records, and create dashboards for hiring, attrition, performance, and compensation.
• Manager coaching: train and coach managers on hiring, feedback, performance management, and difficult conversations. Raise the baseline of management quality.
• Cross-border HR: support hiring and people operations across multiple jurisdictions and entities. Coordinate with local advisors where needed and ensure practical compliance without bureaucracy.

You’ll Thrive Here if You

• Fluent in English.
• 10+ years of progressive HR leadership experience, including building HR functions in high-growth technology or infrastructure companies.
• Strong knowledge of Taiwan labor practices and the ability to manage cross-border HR needs for global teams.
• Demonstrated experience designing recruiting processes, performance systems, and compensation frameworks.
• Practical operator mindset: you can design strategy and also execute the details with high quality.
• High integrity and discretion with sensitive employee and compensation information.
• Strong written and verbal communication in English and Mandarin (business-level fluency).
• Experience working closely with Finance and Legal on equity, compensation, and governance topics.
• Data-driven approach to HR metrics and operational performance.

Bonus Qualifications

• Experience in enterprise B2B, semiconductors, cloud infrastructure, or data center environments.
• Experience scaling teams across multiple countries or legal entities.
• Comfortable using AI tools to accelerate sourcing, screening, drafting policies, training content, and analytics (with compliance and privacy controls).
• Experience implementing HRIS, ATS, and performance tools from scratch.
• Experience supporting executive hiring, including compensation negotiation and leadership assessment.

Why This Role is Unique

You own global HR strategy and execution across recruiting, performance management, compensation and equity, policy, and culture for a multi-entity, cross-border company.

Details

We provide competitive salary and equity based on experience and skillset.

Flexible work environment.

Applicants must be authorized to work in their respective location.