Job Description

About Us

EyeCarePro is the growth engine behind North America's leading optometric practices. We deliver full-funnel digital marketing and innovative SaaS tools that help eyecare businesses attract more patients, improve efficiency, and grow sustainably in a competitive healthcare landscape. With five consecutive EyeVote Awards for excellence in Online and Social Media Marketing, we are recognized not just for our results but for how we achieve them. Our team operates with the structure of a product company and the agility of a marketing agency, backed by a fully remote global workforce. Our culture is grounded in collaboration, empathy, and a data-driven mindset. We thrive on curiosity, proactive problem-solving, and a strong desire to learn, improve, and stay ahead in a fast-evolving digital environment.

About the Role

We are hiring a Senior Human Resources Business Partner (HRBP) to serve as a strategic partner to leadership across our global workforce. This is a high-impact role responsible for managing the full HR life cycle across multiple jurisdictions while building scalable systems, frameworks, and governance.

This role is both strategic and hands-on You will design and implement HR processes that enable consistency across entities, while also executing day-to-day HR operations. You will work closely with leadership to align people strategy with business goals, surface risks, and drive informed decision-making.

This role is ideal for someone who thrives in complexity, operates with strong ownership, and brings both structure and adaptability to a distributed, multi-country environment.

Key Responsibilities

HR Leadership and Strategy

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  Partner with executive and functional leaders to translate business strategy into workforce plans, organisational structures, and capability road maps.
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  Provide guidance on workforce planning, performance management, and org design across all entities.
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  Surface risks, trade-offs, and recommendations to leadership rather than simply executing requests.
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  Use data and metrics (e.g., attrition, time-to-hire, compensation ratios, engagement) to identify trends and drive decision-making.

Talent Acquisition and Workforce Planning

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  Own end-to-end recruitment across all regions, including role definition, bench marking, sourcing strategy, interview design, and offer management.
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  Partner with hiring managers to define role requirements and attract top talent.
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  Ensure a high-quality, consistent candidate experience aligned with company values.
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  Build and maintain a compensation bench marking framework balancing internal equity and external market dynamics.
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  Oversee contractor vs. employee classification decisions across jurisdictions in partnership with Finance and external advisors.

Employee Engagement and Culture

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  Lead engagement initiatives including surveys and listening sessions; analyse results and drive targeted interventions.
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  Act as a cultural steward, reinforcing company values and strengthening cohesion across geographically dispersed teams.
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  Support leadership in fostering inclusive, high-performing team environments.

Learning, Development, and Performance

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  Identify organisational and individual development needs in collaboration with leadership.
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  Coordinate and evaluate learning initiatives that support skill-building and career growth.
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  Build and maintain succession plans for critical roles.
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  Own and drive performance management processes across all entities.

HR Operations and Compliance

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  Design and implement harmonised HR policies, processes, and documentation across all entities.
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  Build scalable, auditable systems for onboarding, offboarding, and cross-border payroll coordination.
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  Ensure compliance with local employment laws and internal standards across jurisdictions.
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  Provide coaching to managers on employee relations matters, including performance management, disciplinary processes, and terminations.
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  Manage employee relations cases with appropriate procedural rigour.

HR Systems and Data

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  Own the HR technology stack (HRIS, ATS, performance tools) and ensure data integrity.
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  Maintain accurate records of headcount, employment status, and people costs.
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  Partner with Finance on payroll governance, reporting, and workforce cost forecasting.

What We Are Looking For

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  3–5 years of HR experience, with at least 3 years in an HRBP or similar strategic role.
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  Demonstrated experience working across multiple jurisdictions (minimum two of: South Africa, Philippines, Canada, United States).
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  Strong knowledge of employment law and HR best practices.
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  Proven ability to operate both strategically and operationally in a fast-paced environment.
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  Excellent interpersonal and communication skills, with the ability to influence stakeholders at all levels.
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  Highly organised, detail-oriented, and able to manage competing priorities.
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  Comfortable working independently in a remote, distributed environment.

What You Bring

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  Strong business acumen and the ability to align people strategy with organisational goals.
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  Analytical mindset with the ability to translate data into actionable insights.
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  Experience building or improving HR processes and frameworks.
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  Confidence in navigating ambiguity and driving clarity.
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  A proactive, solutions-oriented approach with a high sense of ownership.

Preferred Qualifications

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  Bachelor's degree in Human Resources or a related field (Honours degree advantageous).
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  Professional HR certification.
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  Experience in multi-entity or holding-company structures.
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  Exposure to BPO, services, or distributed workforce models.
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  Familiarity with tools such as Asana, QuickBooks, and modern HRIS platforms.

Success in the First 12 Months

• Month 3: Complete a full audit of the HR landscape across all entities, including contracts, policies, compensation structures, and compliance gaps, with a prioritised action plan.
• Month 6: Implement harmonised core policies and standardised onboarding/offboarding processes; establish a functional compensation bench marking framework.
• Month 12: Deliver a full performance management cycle across all entities; launch an HR metrics dashboard; close at least two critical capability gaps through hiring or internal development.

Work Requirements

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  100% remote, work-from-home role.
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  Ability to collaborate across multiple time zones.
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  Reliable internet connection and professional workspace required.

What We Value

We value clear thinking, sound judgement, and consistent execution. You will be trusted to take ownership of your work, ask the right questions early, and deliver with care and precision. This role requires someone who can balance empathy with accountability while operating in a complex, cross-border environment.

How to Apply

If you are excited by the opportunity to shape and scale HR practices across a global organisation, we would love to hear from you.

Note: If you do not hear from us within two weeks of submitting your application, please consider your application unsuccessful at this time. We appreciate your interest.