Director, Talent Management

Payoneer•New York, NY

About The Position

This role leads the design and stewardship of Payoneer’s performance‑management operating system — the full framework for how we set goals, assess performance, develop talent, and make data‑informed people decisions that drive Payoneer’s business forward. It is one of the most strategically leveraged and cross‑functional positions within the People organization. Rather than maintaining existing processes, this role is responsible for evaluating, reimagining, and elevating how performance and talent management operate across a global, remote workforce spanning 100+ countries. The first year will require strong execution, but long‑term success depends on a systems thinker with a designer’s mindset — someone who can build for today while architecting what comes next. This position reports directly to the VP of Talent Development and is part of the People Leadership Team. It carries significant visibility with the CPO, CEO, and leaders across the organization.

Requirements

8–10 years of progressively responsible experience in Talent Management, HR, Learning & Development, Organizational Development, or related People functions
Senior-level ownership of company-wide talent management processes, with a track record of building and evolving programs from the ground up (not simply inheriting and maintaining them)
Proven ability to partner closely with executive leadership and influence at the senior level
Demonstrated experience designing and delivering programs across multiple geographies, cultures, and employee populations
Strong Learning & Development foundation (highly preferred): a clear understanding of how performance management, capability building, and learning ecosystems interconnect
Experience facilitating live workshops and manager forums, both in-person and virtually, with senior and diverse audiences
Background in fintech, technology, or high-growth environments strongly preferred

Responsibilities

Designing and operating a full performance management system, including goal setting, continuous feedback, anytime feedback, 360 reviews, quarterly check‑ins, formal 1:1 frameworks, talent reviews, AI coaching, performance ratings, and year‑end cycles
Leading and facilitating talent reviews and succession planning processes
Driving and standardizing promotion processes while strengthening culture‑building initiatives
Developing and maintaining leveling guidance and job architecture frameworks
Delivering and scaling company‑wide and manager training and enablement programs
Facilitating live workshops, manager forums, focus groups, and calibration sessions
Partnering and co‑designing solutions with HRBPs, functional leaders, and business teams
Creating and executing communication campaigns that drive employee understanding, buy‑in, and action
Building and interpreting reporting and analytics tied to business outcomes
Collaborating cross‑functionally with Talent Development, Leadership Development, Onboarding, and Career Pathing teams