Senior People Partner (Remote Contractor, Global Fintech)
Re:work is supporting a global fintech business operating critical payments infrastructure across multiple international markets. The company is profitable, scaling, and investing seriously in strengthening its US operations as headcount grows.
The US population now spans approximately 70 employees across 24 states in a fully remote environment. The business has scaled significantly, and now it’s time to intentionally scale the people infrastructure, building the structure, consistency, and foundations needed to support the next phase of growth.
This is not a maintenance role. It is a foundational build.
The opportunity
You will partner directly with US-based C-level leadership, including the Chief Commercial Officer and a newly appointed CTO, to establish clarity, and scalable infrastructure across the US employee lifecycle.
You will assess where the gaps are, remove blockers, and improve and implement foundational processes covering onboarding, offboarding, employee relations, documentation standards, and compliance alignment across 24 states.
You will also build forward-looking capability, introducing structured employee relations conversations, career frameworks, talent mapping approaches, and change management training to support continued expansion.
The role sits at the intersection of operational repair and strategic design. You will not only fix what is broken, but you will also create the system that prevents it from breaking again.
What matters most in this role
The environment is fully remote, multi-state, and complex. There is limited documentation, inconsistent processes, and fragmented ownership. You will need to move quickly without creating unnecessary bureaucracy.
Credibility with senior stakeholders is essential. You will be expected to translate business priorities into practical people frameworks and ensure US practices are aligned with global standards while remaining compliant locally.
You will need strong judgment to balance immediate risk mitigation with long-term structure. Success will be measured by whether the US people function moves from reactive and fragmented to structured, compliant, and scalable.
Who we’re looking for
You have successfully built or rebuilt a People function in a startup-to-scale or high-growth environment. You are comfortable walking into ambiguity and creating structure without waiting for perfect inputs.
You bring deep knowledge of US employment law across multiple states and understand the complexity of operating a distributed workforce. You have designed and implemented people systems from scratch, not simply maintained existing ones.
You are credible with C-level executives and can operate as a strategic partner, not just a process owner. You are pragmatic, data-informed, and commercially aware.
Experience in fintech or tech-first environments is important, given the pace and complexity of the business. Evidence of ownership and progression matters more than years of experience.
Contract details
• Structure: Initial 6-month consultancy contract, with potential to extend
• Location: Remote within the US, EST or CST alignment preferred
• Compensation: $150,000–$200,000 annualised, depending on experience
There is potential for longer-term engagement as the US organisation continues to scale and develop its location strategy.
Apply Now
Apply Now
The US population now spans approximately 70 employees across 24 states in a fully remote environment. The business has scaled significantly, and now it’s time to intentionally scale the people infrastructure, building the structure, consistency, and foundations needed to support the next phase of growth.
This is not a maintenance role. It is a foundational build.
The opportunity
You will partner directly with US-based C-level leadership, including the Chief Commercial Officer and a newly appointed CTO, to establish clarity, and scalable infrastructure across the US employee lifecycle.
You will assess where the gaps are, remove blockers, and improve and implement foundational processes covering onboarding, offboarding, employee relations, documentation standards, and compliance alignment across 24 states.
You will also build forward-looking capability, introducing structured employee relations conversations, career frameworks, talent mapping approaches, and change management training to support continued expansion.
The role sits at the intersection of operational repair and strategic design. You will not only fix what is broken, but you will also create the system that prevents it from breaking again.
What matters most in this role
The environment is fully remote, multi-state, and complex. There is limited documentation, inconsistent processes, and fragmented ownership. You will need to move quickly without creating unnecessary bureaucracy.
Credibility with senior stakeholders is essential. You will be expected to translate business priorities into practical people frameworks and ensure US practices are aligned with global standards while remaining compliant locally.
You will need strong judgment to balance immediate risk mitigation with long-term structure. Success will be measured by whether the US people function moves from reactive and fragmented to structured, compliant, and scalable.
Who we’re looking for
You have successfully built or rebuilt a People function in a startup-to-scale or high-growth environment. You are comfortable walking into ambiguity and creating structure without waiting for perfect inputs.
You bring deep knowledge of US employment law across multiple states and understand the complexity of operating a distributed workforce. You have designed and implemented people systems from scratch, not simply maintained existing ones.
You are credible with C-level executives and can operate as a strategic partner, not just a process owner. You are pragmatic, data-informed, and commercially aware.
Experience in fintech or tech-first environments is important, given the pace and complexity of the business. Evidence of ownership and progression matters more than years of experience.
Contract details
• Structure: Initial 6-month consultancy contract, with potential to extend
• Location: Remote within the US, EST or CST alignment preferred
• Compensation: $150,000–$200,000 annualised, depending on experience
There is potential for longer-term engagement as the US organisation continues to scale and develop its location strategy.
Apply Now
Apply Now