Head of People (f/m/d)

The Role

ITRex is a global technology services company. Our teams are distributed across Eastern Europe and beyond, and our clients are primarily in the US and Western Europe. We are hiring a Head of People who can operate credibly in both worlds.

This is a hands-on leadership role. You will own the full people function — operations, employee relations, talent acquisition, manager support, and strategic contribution — and you will be expected to run it with speed, independence, and sound judgment. You will report directly to the CEO.

We are looking for someone who combines operational sharpness with the backbone to push back when needed. This is not a support role. It is not a policy-writing role. It is a credible seat at the table — and you will be expected to earn and hold that seat every day.

What You Will Own

People Operations

• Own the full cycle: onboarding, offboarding, staff engagement, and recurring people processes across multiple countries and entities
• Ensure core processes run reliably, with clear ownership and consistent follow-through
• Reduce friction and ambiguity in how people support is delivered across the business

Business Partnership

• Partner closely with delivery leaders on staffing, retention, performance, team health, and organizational decisions
• Bring an independent point of view — including pushback — while maintaining trust and productive working relationships
• Translate business context into practical people decisions quickly and without overprocessing

Employee Relations and Performance

• Own how the company handles underperformance, conflict, disciplinary situations, exits, and sensitive cases
• Act as a neutral, credible partner in difficult conversations — well-prepared, well-documented, and sound in judgment
• Support managers in addressing issues early, consistently, and across multiple geographies and cultural contexts

Talent Acquisition

• Oversee TA function— ensuring hiring discipline, interview quality, decision-making, and onboarding effectiveness
• Support workforce planning grounded in both immediate business needs and longer-term organizational health

Manager Effectiveness

• Equip managers with practical tools and guidance for promotions, compensation changes, feedback, development, and team issues
• Drive consistent execution of performance cycles and other key people processes — not just design them

People Systems and Metrics

• Track the metrics that matter: retention, regretted attrition, time-to-hire, performance cycle completion, quality hires, etc.
• Use data to identify issues, evaluate trade-offs, and improve outcomes — not to build dashboards
• Improve systems and frameworks pragmatically, where business reality exposes friction or gaps