Responsibilities
- Define and lead a multi-year global people strategy aligned with RTV’s mission, values, and growth priorities.
- Partner with the CEO and Executive Leadership Team to shape enterprise strategy, organizational priorities, and long-term growth plans.
- Embed and operationalize RTV’s values across the organization, ensuring they shape leadership behavior, decision-making, and people practices.
- Build and sustain a high-performing, inclusive culture that strengthens engagement, accountability, and organizational impact.
- Drive organizational design and development to ensure structures, roles, and ways of working enable scale and effectiveness.
- Lead enterprise-wide workforce planning and succession strategies to support long-term sustainability.
- Oversee executive succession planning and leadership pipeline development in partnership with the CEO and Board.
- Build leadership capability across all levels through targeted development, coaching, and mentorship.
- Coach and advise the CEO and Executive Leadership Team to strengthen leadership effectiveness, alignment, and impact.
- Partner with regional leaders to attract, develop, and retain high-performing, mission-aligned talent.
- Establish and govern consistent global people practices, policies, and frameworks across all regions.
- Lead and mentor a distributed global HR team, ensuring alignment, capability, and accountability.
- Oversee HR operations across all countries, ensuring consistency, efficiency, and compliance.
- Guide the integration and optimization of HR systems, data, and people analytics to inform decision-making.
- Ensure equitable and competitive compensation and benefits practices across diverse geographies.
- Serve as a strategic advisor to the executive team on organizational effectiveness, culture, talent risks, and workforce decisions.
- Establish and uphold global standards for employee well-being, safety, and duty of care while leading change management efforts to support growth and expansion.
- Lead enterprise change management and transformation initiatives associated with organizational growth, scaling, and evolving operating models.
- Provide regular insights and reporting to the CEO and Board regarding organizational health, leadership capability, succession readiness, culture, and workforce risk.
- Represent RTV externally as an ambassador for the organization’s culture, leadership philosophy, and employer brand.
Requirements
- 20 plus years of progressive HR leadership experience, including at least 7 years in global or multi-country roles.
- Previous experience serving as a Chief People Officer, CHRO, or equivalent enterprise-level people executive.
- Experience in the technology sector or supporting technology-enabled organizations.
- Strong background in organizational development, leadership transformation, and culture evolution within complex global organizations.
- Deep expertise in organizational development, enterprise change leadership, and executive team effectiveness.
- Demonstrated success building and executing people strategies in fast-growing, complex organizations.
- Proven experience serving as the senior-most HR leader during a period of significant organizational transformation or in an early-stage organization, with responsibility for building or rebuilding the HR function from the ground up, including scalable people programs, processes, systems, and infrastructure.
- Experience leading distributed teams and driving large-scale organizational change.
- Deep expertise in organizational development, talent strategy, and leadership development.
- Strong track record in mission-driven, nonprofit, or international environments.
- Exceptional strategic thinking, executive presence, and cross-cultural leadership capability.
- Demonstrated ability to influence executive stakeholders and Board-level leaders on enterprise-wide organizational matters.
Nice to Have
- Relevant HR certifications such as SHRM-SCP, CIPD, or HRCI.
- Master’s degree in Human Resources, Organizational Development, or a related field.
- Experience working in emerging markets, including Sub-Saharan Africa.
- Background scaling organizations through periods of rapid growth and transformation.
- Executive coaching experience and/or formal coaching training, particularly in supporting senior leaders through organizational transformation and growth.
- Experience implementing and optimizing HR technology platforms and people analytics.
- Familiarity with global employment practices across both developed and emerging markets.
- Demonstrated ability to balance innovation with operational discipline in complex, multicultural environments.
- Experience partnering with Boards of Directors, executive committees, or governance bodies on succession planning, executive compensation, and organizational strategy.
Work Arrangement
Hybrid
Additional Information
- Regular collaboration across global time zones and periodic international travel are required.
- International travel up to 30% is required depending on the candidate’s location.
