Job Description

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

Requirements

Experience and Background

• 7+ years of progressive HR/People experience, including leadership responsibility
• Proven background in technology services, IT services, or professional services
• Direct TA experience or experience leading a TA team
• Experience working across multiple countries and entities
• Demonstrated experience supporting US and/or Western European clients or business operations
• Based in Warsaw, with comfort working in a hybrid environment — or remote with ability to travel as needed
• Professional fluency in English required; Russian language skills are a meaningful plus

Cultural Fluency

• Lived experience working with teams from Belarus, Ukraine, or similar Slavic contexts — understanding the cultural norms, communication dynamics, and professional expectations that shape how people work
• Ability to operate as a genuine bridge between Eastern European team realities and Western client or business expectations — without flattening either side

How You Work

• Operator-first: bias toward execution, follow-through, and practical results over process for its own sake
• Backbone: able to hold a position under pressure, push back on leaders when warranted, and make sound calls in ambiguous situations
• Speed: moves issues forward without creating unnecessary drag or delay
• Numbers orientation: comfortable with metrics, trade-offs, and the business implications of people decisions
• Gravitas: credible with founders, senior leaders, and managers — able to hold the room in high-stakes conversations
• Independent: strong enough not to get rolled by stronger personalities or shifting stakeholder pressure

Benefits

What You’ll Get

• A seat at the executive table—and a voice in shaping the company’s future
• A global, values-driven team committed to excellence and transparency
• Freedom to build a function that fits the business—not a one-size-fits-all model
• Competitive compensation and benefits
• Growth opportunities in a business that’s not slowing down anytime soon