Director, Talent Management

About Payoneer

Founded in 2005 Payoneer is the global financial platform that removes friction from doing business across borders with a mission to connect the worlds underserved businesses to a rising global economy. Were a community with over 2500 colleagues all over the world working to serve customers and partners in over 190 countries and territories.

By taking the complexity out of the financial workflowsincluding everything from global payments and compliance to multi-currency and workforce management to providing working capital and business intelligencewe give businesses the tools they need to work efficiently worldwide and grow with confidence.

Director Talent Management

This role leads the design and stewardship of Payoneers performancemanagement operating system the full framework for how we set goals assess performance develop talent and make datainformed people decisions that drive Payoneers business forward. It is one of the most strategically leveraged and crossfunctional 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 longterm success depends on a systems thinker with a designers 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.

What youll do

• Designing and operating a full performance management system including goal setting continuous feedback anytime feedback 360 reviews quarterly checkins formal 1:1 frameworks talent reviews AI coaching performance ratings and yearend cycles
• Leading and facilitating talent reviews and succession planning processes
• Driving and standardizing promotion processes while strengthening culturebuilding initiatives
• Developing and maintaining leveling guidance and job architecture frameworks
• Delivering and scaling companywide and manager training and enablement programs
• Facilitating live workshops manager forums focus groups and calibration sessions
• Partnering and codesigning solutions with HRBPs functional leaders and business teams
• Creating and executing communication campaigns that drive employee understanding buyin and action
• Building and interpreting reporting and analytics tied to business outcomes
• Collaborating crossfunctionally with Talent Development Leadership Development Onboarding and Career Pathing teams

Candidate Profile

We are looking for someone who has personally owned performance management end to end for a meaningful period of timeat least 23 years. This is not a profile that has merely observed or supported the work; this individual has been directly accountable for designing building and running it.

The candidate for this role will have built or rebuilt talent and performance management systems at company-wide scale navigated global and cross-cultural rollouts and led live programs that resonate and endure. Theyll know how to translate complex frameworks into experiences that feel clear relevant and impactful across diverse regions and cultural contexts.

Creativity and innovation are part of how this person operates not how they describe themselves. They are AI-forwardboth in how they work day to day and in how they think about the future of performance and talent in an AI-enabled world. Above all they elevate those around them: a true multiplier who raises the bar for teams and organizations.

Who you are

• 810 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

What sets you apart

Beyond the resume we are looking for someone who:

• Anticipates impact before launch. You see around corners and consider how a process will land across stakeholders cultures edge cases and unintended consequenceswell before it goes live.
• You have a strong sense of quality by design. The programs you create are thoughtful coherent and well-communicated with both aesthetic clarity and logical rigor.
• You bring range and versatility. You can write a crisp executive brief facilitate a high-impact manager workshop build an OKR or tracking framework and navigate difficult nuanced conversations with HRBPs and leaders.
• You are a multiplier. You elevate the people around you share ownership and credit and leave teams stronger and more capable than when you arrived.
• You demonstrate signal-over-noise judgment. You synthesize data stakeholder input and talent insights quickly and focus attention on what truly matters.
• You bring productive urgency. You move work forward with pace and purposeaccelerating timelines without creating chaos and doing so in ways others find energizing rather than exhausting.
• You show up with clarity and professionalism. Your communication is crisp and intentional you are reliable and prepared and you bring an optimistic solutions-oriented presence to interactions.