Global Human Resources Director Jobs
Global Human Resources Director jobs are open across multinational corporations, consulting firms, technology companies, and financial services, from senior HR business partner to vice president level, with specializations in talent strategy, organizational development, and workforce transformation. See the openings below and apply to the ones that match your experience.
Find JobsLooking for remote work? View remote global human resources director jobs →Overview
Showing 5 of 77+ Global Human Resources Director jobs
Global HR policy and governance
- Develop, maintain, and govern a clear global HR policy framework, including standards, ownership, review cycles, approval pathways, and document controls.
- Partner with COEs and regional and country HR leaders to create policies and guidance that support firm-wide principles while allowing for local legal and operational requirements.
- Clarify policy roles, decision rights, and escalation paths; maintain a current inventory of policies, standards, and related guidance.
- Coordinate policy reviews and approvals with Legal, Compliance, and other subject matter experts, and ensure changes are communicated and implemented.
- Coordinate HR compliance governance by identifying policy and process obligations, assigning accountable owners, and monitoring review and action plans.
- Work with Legal, Compliance, and local HR to assess emerging requirements and translate them into practical HR guidance, controls, and process updates.
- Maintain appropriate documentation and evidence of policy approvals, exceptions, training, and compliance activities; escalate material gaps and risks through established channels.
- Support consistent handling of policy exceptions by defining intake, review, approval, documentation, and escalation procedures.
- Oversee the design and continuous improvement of core HR processes, playbooks, templates, decision guides, and other resources used by HRBPs and Local HR teams.
- Build practical, user-centered tools that help HRBPs advise business leaders, navigate common employee matters, and connect business needs with the right COE or specialist support.
- Partner with HR technology and process owners to define requirements, improve usability, and support effective use of HR systems and workflow tools.
- Promote a clear source of current HR policies, templates, and process guidance, with defined ownership, version control, and an accessible structure.
- Assess HRBP and stakeholder needs through feedback, usage data, and business input; prioritize improvements based on impact, risk, and ease of adoption.
- Develop and deliver communications, training, job aids, and learning sessions that help HR teams understand and apply policies, processes, and tools.
- Lead change planning for policy and process updates, including stakeholder engagement, implementation support, and post-launch follow-up.
- Build strong working relationships across global HR, COEs, Legal, Compliance, and business teams to encourage shared ownership and consistent execution.
- Establish measures for policy currency, process effectiveness, tool adoption, service quality, and compliance follow-through.
- Use feedback, issue trends, audit findings, and operational data to identify gaps, reduce unnecessary complexity, and recommend improvements.
- Provide leaders with clear updates on priorities, progress, risks, decisions needed, and outcomes.
- Partner with Legal and HRBPs on labor relations matters, including union activity, collective bargaining, interpretation of collective bargaining agreements, grievances, and labor disputes.
- Develop consistent guidance and processes for managers and HR teams, and coordinate timely escalation, documentation, and responses in line with applicable laws, agreements, and local requirements.
- Coordinate HR processes that support applicable federal contractor and subcontractor obligations. In partnership with Legal, Compliance, Talent Acquisition, and HRBPs, assess coverage and support required programs, notices, job listings, recordkeeping, reporting, and audit readiness
- Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience; advanced degree or relevant professional certification is a plus.
- Significant progressive experience in human resources, including policy, HR operations, compliance coordination, process governance, or HR transformation.
- Experience working across multiple countries or regions and translating global standards into workable local practices.
- Experience designing HR processes, tools, guidance, or knowledge resources for HRBPs and other HR stakeholders.
- Experience supporting labor relations and/or federal contractor compliance, with the ability to translate legal and regulatory requirements into practical HR processes in partnership with Legal.
- Strong project and change management skills, with a record of guiding cross-functional work from design through adoption.
- Excellent writing, facilitation, judgment, and stakeholder management skills; able to make complex requirements clear and actionable.
- Ability to analyze process and compliance information, identify patterns and risks, and recommend practical solutions.
- Comfort using HR technology, workflow tools, and data to improve HR service delivery; experience with knowledge management platforms is preferred.
Our people make that possible. Across 29 countries, more than 4,600 colleagues bring different perspectives and expertise to Hines, with opportunities to take on meaningful responsibility, learn from leaders across the business, and build a career with room to evolve. We support that journey through professional development, competitive rewards, comprehensive benefits, and a culture grounded in trust and high standards.
Hines is proud to be named to Fast Company’s annual list of the World’s Most Innovative Companies for 2024.
We are an equal opportunity employer and support workforce diversity.
No calls or emails from third parties at this time please.
Global HR policy and governance
- Develop, maintain, and govern a clear global HR policy framework, including standards, ownership, review cycles, approval pathways, and document controls.
- Partner with COEs and regional and country HR leaders to create policies and guidance that support firm-wide principles while allowing for local legal and operational requirements.
- Clarify policy roles, decision rights, and escalation paths; maintain a current inventory of policies, standards, and related guidance.
- Coordinate policy reviews and approvals with Legal, Compliance, and other subject matter experts, and ensure changes are communicated and implemented.
- Coordinate HR compliance governance by identifying policy and process obligations, assigning accountable owners, and monitoring review and action plans.
- Work with Legal, Compliance, and local HR to assess emerging requirements and translate them into practical HR guidance, controls, and process updates.
- Maintain appropriate documentation and evidence of policy approvals, exceptions, training, and compliance activities; escalate material gaps and risks through established channels.
- Support consistent handling of policy exceptions by defining intake, review, approval, documentation, and escalation procedures.
- Oversee the design and continuous improvement of core HR processes, playbooks, templates, decision guides, and other resources used by HRBPs and Local HR teams.
- Build practical, user-centered tools that help HRBPs advise business leaders, navigate common employee matters, and connect business needs with the right COE or specialist support.
- Partner with HR technology and process owners to define requirements, improve usability, and support effective use of HR systems and workflow tools.
- Promote a clear source of current HR policies, templates, and process guidance, with defined ownership, version control, and an accessible structure.
- Assess HRBP and stakeholder needs through feedback, usage data, and business input; prioritize improvements based on impact, risk, and ease of adoption.
- Develop and deliver communications, training, job aids, and learning sessions that help HR teams understand and apply policies, processes, and tools.
- Lead change planning for policy and process updates, including stakeholder engagement, implementation support, and post-launch follow-up.
- Build strong working relationships across global HR, COEs, Legal, Compliance, and business teams to encourage shared ownership and consistent execution.
- Establish measures for policy currency, process effectiveness, tool adoption, service quality, and compliance follow-through.
- Use feedback, issue trends, audit findings, and operational data to identify gaps, reduce unnecessary complexity, and recommend improvements.
- Provide leaders with clear updates on priorities, progress, risks, decisions needed, and outcomes.
- Partner with Legal and HRBPs on labor relations matters, including union activity, collective bargaining, interpretation of collective bargaining agreements, grievances, and labor disputes.
- Develop consistent guidance and processes for managers and HR teams, and coordinate timely escalation, documentation, and responses in line with applicable laws, agreements, and local requirements.
- Coordinate HR processes that support applicable federal contractor and subcontractor obligations. In partnership with Legal, Compliance, Talent Acquisition, and HRBPs, assess coverage and support required programs, notices, job listings, recordkeeping, reporting, and audit readiness
- Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience; advanced degree or relevant professional certification is a plus.
- Significant progressive experience in human resources, including policy, HR operations, compliance coordination, process governance, or HR transformation.
- Experience working across multiple countries or regions and translating global standards into workable local practices.
- Experience designing HR processes, tools, guidance, or knowledge resources for HRBPs and other HR stakeholders.
- Experience supporting labor relations and/or federal contractor compliance, with the ability to translate legal and regulatory requirements into practical HR processes in partnership with Legal.
- Strong project and change management skills, with a record of guiding cross-functional work from design through adoption.
- Excellent writing, facilitation, judgment, and stakeholder management skills; able to make complex requirements clear and actionable.
- Ability to analyze process and compliance information, identify patterns and risks, and recommend practical solutions.
- Comfort using HR technology, workflow tools, and data to improve HR service delivery; experience with knowledge management platforms is preferred.
Our people make that possible. Across 29 countries, more than 4,600 colleagues bring different perspectives and expertise to Hines, with opportunities to take on meaningful responsibility, learn from leaders across the business, and build a career with room to evolve. We support that journey through professional development, competitive rewards, comprehensive benefits, and a culture grounded in trust and high standards.
Hines is proud to be named to Fast Company’s annual list of the World’s Most Innovative Companies for 2024.
We are an equal opportunity employer and support workforce diversity.
No calls or emails from third parties at this time please.
See All 77 Global Human Resources Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsGlobal Human Resources Director Job Market
Who's Hiring
Top Industries Hiring
- Science & Research
- Medical Devices
- Electronics & Hardware
- Marketing & Advertising
- Construction & Real Estate
What Employers Look For
The qualifications that appear most often in global human resources director jobs.
- 10 or more years of progressive HR leadership experience across multiple countries or regions
- Demonstrated expertise in international employment law, labor relations, and compliance
- Experience designing and implementing global talent acquisition and retention strategies
- Proficiency with enterprise HR information systems and people analytics platforms
- SHRM-SCP, SPHR, or equivalent senior HR certification strongly preferred
- Bachelor's degree in human resources, business administration, or a related field required, master's degree often preferred
Tips for Your Global Human Resources Director Job Search
Quantify workforce impact on your resume
Global HR director roles demand measurable outcomes. Replace phrases like 'led HR initiatives' with specific results: headcount managed, retention improvements, or cost reductions from restructured benefits programs. Hiring panels at this level scan for scope and business impact, not activity.
Align your experience to multi-country complexity
Openings at this level almost always specify regional or global scope. Tailor your resume to call out the number of countries, employment law jurisdictions, or international labor agreements you've worked across. Generic HR leadership experience won't surface you for roles requiring true global oversight.
Apply early to roles that fit
Migrate Mate lists global human resources director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies in active transformation
Organizations going through mergers, rapid expansion, or workforce restructuring hire global HR directors urgently. Search for companies that have recently announced new market entries, acquisitions, or large-scale hiring plans, then apply to their open roles before headcount freezes.
Prepare a people-strategy narrative for interviews
Interviewers at the executive level expect you to articulate a point of view on workforce strategy, not just describe past programs. Practice connecting your HR decisions to business outcomes like revenue growth, market entry, or organizational resilience to demonstrate executive-level thinking.
Negotiate total compensation, not just base pay
Global HR director offers frequently include equity, long-term incentive plans, relocation packages, and performance bonuses that dwarf base differences. Before accepting or countering, ask for the full compensation breakdown and clarify vesting schedules, bonus targets, and any geographic pay adjustments.
Global Human Resources Director Jobs: Frequently Asked Questions
Which companies are hiring the most global human resources directors?
TikTok, Turnitin, and EY are hiring the most global human resources directors right now, with openings concentrated in Texas, New York, and California, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at organizations managing large multinational workforces or undergoing significant structural change.
How many global human resources director jobs are remote?
About 85% of global human resources director openings are fully remote or hybrid as of November 2026, reflecting the executive nature of the role and the need for occasional on-site presence across multiple locations. Sub-areas like HR technology strategy, people analytics leadership, and global policy development tend to offer the most location flexibility.
How do you become a global human resources director?
Most global HR directors build toward the role by progressing through HR business partner, HR manager, and regional HR director positions, accumulating experience across multiple countries and functions along the way. Developing depth in international employment law, change management, and executive-level stakeholder engagement is essential. Earning a senior HR certification and an advanced degree accelerates the path at many organizations.
Can you get a global human resources director job without direct executive HR experience?
It's uncommon but possible if you've led a significant HR function at a regional or divisional level and can demonstrate executive-level impact. Organizations that promote from within will sometimes move a strong regional HR director into a global role when they trust the candidate's strategic judgment. Building a portfolio of cross-border projects, board-level presentations, and workforce transformation outcomes strengthens a case for the step up.
What does the global human resources director interview process look like?
The process typically starts with a recruiter or HR screen, followed by interviews with the CHRO or CEO and cross-functional executive stakeholders. Candidates are often asked to present a people strategy or complete a case study addressing a workforce challenge. Final rounds frequently include a panel with board members or regional leaders, and reference checks at the executive level are thorough.
Where can I find and apply to global human resources director jobs?
You can find and apply to global human resources director jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your background and apply directly to each one that fits your experience and target industry.
See All 77 Global Human Resources Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Jobs