Head of People

Abwaab

Abwaab | Head of People

Senior Manager / Director, People & Culture

(Title flexible based on experience; not a C-level role)

Location: Amman
Type: Full-time

About the Role

We are seeking a strong, pragmatic senior HR leader to own and scale the People function as our company grows. This role is designed for someone who can operate independently, execute decisively, and build structure without over-engineering.

The role reports to the VP/Senior Director of Shared Services and will be the most senior dedicated HR leader in the business, with accountability for people strategy, execution, and risk management in a startup environment.

This is a hands-on leadership role, not a ceremonial or purely strategic position.

Reporting Line & Scope

• Reports to: Director of Finance, HR, Legal & Admin

• Manages: HRBPs / People Ops / external vendors (as applicable)

• Scope: Global / multi-region (depending on company footprint)

Key Responsibilities

1. People Strategy (Startup-Focused)

• Develop and execute a practical people strategy aligned with business priorities

• Translate growth plans into workforce, org design, and capability plans

• Balance speed, cost, and risk appropriate for a scaling startup

• Partner closely with Finance, Legal, and Leadership on people decisions

1. HR Operations & Execution Ownership

Own and oversee all core HR activities, including:

• Hiring support & workforce planning (in partnership with hiring managers)

• Onboarding and offboarding

• Performance management cycles

• Compensation and benefits frameworks

• Employee engagement and retention initiatives

• HR systems, tools, and vendors

Expected to design and execute, not just delegate.

1. Manager Enablement & Culture

• Coach and support managers on:

• Performance issues

• Feedback and development

• Difficult conversations

• Build manager capability rather than absorbing people problems

• Help scale culture intentionally as the company grows

• Maintain clarity, fairness, and consistency without bureaucracy

1. Employee Relations, Risk & Compliance

• Own people-related risk and escalation handling

• Partner with Legal on employee relations issues and investigations

• Ensure compliance across applicable jurisdictions

• Maintain policies that are fit-for-purpose, not overbuilt

1. Team & Vendor Management

• Build and manage a lean HR team as needed

• Define what is handled internally vs outsourced

• Manage payroll, benefits, legal, and HR tech vendors

• Ensure service quality, cost control, and scalability

1. Cost, Data & Governance

• Own HR budgets and people cost inputs

• Partner with Finance on headcount planning and forecasting

• Track and report on key people metrics

• Drive efficiency through systems and process simplification

What This Role Is Not

• Not a C-suite or title-driven role

• Not a passive advisory position

• Not an HR admin role only

• Not a heavily layered enterprise HR environment

This is a builder role in a startup, with real accountability.

Ideal Candidate Profile Experience

• 10 15+ years of progressive HR experience

• Prior experience as Senior HR Manager, HR Director, or Head of People

• Experience in startups or fast-scaling companies strongly preferred

• Comfortable operating as a team of one initially, if required

• Experience working closely with Finance and Legal a strong plus

Skills & Capabilities

• Strong execution mindset with strategic judgment

• Deep understanding of HR fundamentals without over-complexity

• Confident handling employee relations and sensitive matters

• Able to influence leaders without relying on hierarchy or title

• Commercially aware and cost-conscious

Personal Attributes

• Hands-on, resilient, and pragmatic

• Comfortable with ambiguity and change

• High integrity and discretion

• Calm under pressure

• Builder mentality prefers creating over maintaining

Success Measures (First 12 Months)

• Clear, scalable HR operating model in place

• Managers increasingly self-sufficient on people matters

• Reduced people risk and clearer escalation paths

• Improved hiring, onboarding, and performance consistency

• Strong partnership with Finance, Legal, and leadership