Director of Global HR Operations

Odaseva helps Salesforce enterprises protect and secure their most valuable asset - data. With the Odaseva Enterprise Data Security Platform, data-driven enterprises can secure critical Salesforce data against evolving threats, maintain operational integrity, and comply with data regulations.

Global Fortune 500 companies like LVMH, Michelin, Schneider Electric, Toyota, Capgemini and non‑profits trust Odaseva with their most complex data security challenges. More than 120 million Salesforce users rely on Odaseva, and we’re backed by Salesforce Ventures.

Odaseva’s integrated suite of security products features Zero Trust architecture and real‑time processing that not only meets but anticipates the stringent demands of global compliance. We provide businesses with the tools to prove recovery readiness, streamline precise data restoration, and leverage tools that protect the integrity and availability of critical data.

It's a great time to join us!

When you join Odaseva, you’ll work alongside some of the most accomplished people in the Salesforce ecosystem.

As Director of Global HR Operations, you’ll continue to build the global HR operating model that supports Odaseva’s growth. We are looking for someone who is not only strategic but who is willing to roll up their sleeves and be a hands‑on HR team member to ensuring optional results. In this role, you’ll work closely with our CHRO and HR teams across the US, EMEA, and APAC to design programs, ensure smooth operations, maintain compliance, and enable consistent execution worldwide.

Your work will enhance today’s HR Operations, creating the frameworks and infrastructure needed to support Odaseva as we continue to scale.

This role isn’t about managing day‑to‑day, in‑country HR activities. It’s about creating the global systems, standards, and tools that empower regional teams to do their best work locally.

• Global HR Operating Model & Strategy
• Design and continuously evolve Odaseva’s global HR operating model, clearly defining what’s managed globally versus executed regionally.
• Establish global standards, policies, and processes while allowing for regional flexibility where it makes sense.
• Collaborate closely with the CHRO and regional / functional HR leaders to ensure alignment and smooth execution across US, EMEA, and APAC.
• Workforce & Organizational Planning
• Enablement Partner with senior HR and business leaders to provide frameworks, tools, and analytics that support strategic workforce planning.
• Build global people metrics and dashboards to measure HR effectiveness and inform executive decision‑making.
• Work with Finance and regional HR teams to align people investments with business priorities.
• Payroll, Benefits & Total Rewards Programs
• Define the global strategy, vendor model, and governance for multi‑country payroll and benefits programs.
• Ensure programs remain competitive in competitive markets while maintaining operational scalability and compliance.
• While payroll is owned regional, this role is the owner of global payroll functions including back up as needed to support payroll in any region as needed.
• Talent, Performance & Leadership Programs
• Design and oversee global frameworks for:
• Talent development and learning
• Performance management
• Ensure programs are scalable, measurable, and consistently applied across regions.
• Employee Experience & Engagement
• Develop global employee engagement and retention strategies.
• Define success metrics and reporting standards that help regions execute and continuously improve outcomes.
• Partner with HR and Leadership team members to support engagement action plans to improve employee engagement, ultimately to support retention and hiring at Odaseva.
• Compliance & Risk Governance
• Own the global HR compliance framework, ensuring adherence to labor laws, regulations, and ethical standards across all operating countries.
• Local HR teams are responsible for execution of all compliance requirements; act as a support and liaison to ensure global compliance.
• Partner with Legal, the CHRO, and regional HR teams to manage risk, audits, and policy updates.
• HR Technology & Reporting Strategy (Highly Desired, but not required)
• Unde…