Job Description

ABOUT POWER FACTORS
Power Factors is a software and solutions provider leading the next generation of clean energy with Unity, one of the most extensive and widely deployed renewable energy management suites (REMS) in the market. With over 300 GW of wind, solar, and energy storage assets managed worldwide across more than 600 customers and 18,000 sites, Power Factors manages 25% of the world's renewable energy data.*
Power Factors' Unity REMS supports the entire energy value chain, from monitoring and controls to market analytics. The company's suite of open, data-driven applications empowers renewable energy stakeholders to collaborate, automate critical workflows, and make more informed decisions to maximize asset returns. Energy stakeholders receive end-to-end support, including solutions for SCADA & PPC, centralized monitoring, performance management, commercial asset management, and field service management.
With deep domain expertise, AI-powered insights are delivered at a scale so businesses can optimize assets, unlock growth, and make smarter decisions as the world rapidly transitions to clean energy. Power Factors fights climate change with code.
Learn more at .
Overview
We are seeking a strategic yet hands-on Global HR Director to lead global HR business partner (HRBP) functions and influence HR practices across multiple regions. This role requires proven experience in global HR management, not limited to local or national expertise, with the ability to adapt to diverse cultural, legal, and organizational contexts.
The successful candidate will bring a global vision with the ability to execute plans effectively, coupled with strong curiosity and a desire to understand the specific requirements of multiple countries (including Greece, Spain, Sweden, Canada, the USA, the Philippines, and others).
The ideal leader is both operational and strategic, highly creative, and capable of designing clear, engaging documentation and content that enhances the employee experience, supports training, and drives global communication.
Key Responsibilities
1. Global HRBP Leadership

• Act as the primary global HRBP lead, partnering with senior leaders to align HR strategy with business goals.
• Manage and oversee HRBP activities across regions, ensuring consistency and best practice sharing worldwide.
• Provide coaching and guidance to business leaders on organizational design, workforce planning, and change management.

Lead employee relations efforts
2. Compensation & Rewards

• Lead the design, implementation, and governance of global compensation structures, benchmarking, and pay equity.
• Oversee annual compensation cycles, including salary reviews, bonus programs, and incentive frameworks.
• Partner with Finance and executives to ensure compensation strategies remain competitive and aligned with business objectives.

3. Talent Management & Succession

• Design and implement global talent management processes, including performance reviews, career development, and succession planning.
• Establish frameworks to identify and develop high-potential talent across regions.
• Provide tools, guidance, and content for managers to support career growth and retention.

4. Learning & Development (L&D)

• Oversee targeted L&D initiatives tied to leadership development, skills growth, and organizational capability.
• Support the creation of training content, playbooks, and global toolkits that are scalable and culturally adaptable.
• Partner with managers and subject matter experts to ensure learning opportunities are embedded into daily work.

5. HR Projects & Process Improvement

• Lead global HR projects such as system implementations, policy harmonization, and process optimization.
• Continuously improve HR programs and practices with a focus on scalability, efficiency, and employee experience.
• Ensure HR documentation, communications, and guidelines are clear, engaging, and aligned across all regions.

6. Compliance & Governance

• Ensure compliance with international employment laws, compensation regulations, and data privacy requirements.
• Develop governance frameworks that balance global standards with local legal obligations.
• Advise leadership on HR risk management globally.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's preferred.
• HR certification is an asset (SHRM-SCP, CIPD, HRCI).
• 12+ years of progressive HR experience

At least 5 years in a global HRBP or Director-level role (preferred)

• Proven success managing HR functions such as compensation, talent management, and organizational development across multiple countries.
• Experience leading HR projects and process improvements at scale.
• Strong knowledge of international labor frameworks, compliance, and governance.

Skills & Competencies

• Global Perspective: Ability to navigate diverse cultural, legal, and organizational contexts.
• Strategic & Operational Balance: Capable of developing strategy while executing hands-on work.
• Creativity & Communication: Skilled in creating clear, engaging HR documentation, playbooks, and global communications.
• Change Leadership: Demonstrated ability to lead organizational change and influence global stakeholders.
• Analytical Mindset: Strong ability to use HR metrics and data to inform decisions.
• Collaboration: Adept at working across regions, time zones, and cultures.

WHY JOIN US
By joining the Power Factors team, you'll be part of a dynamic group of innovative and driven individuals dedicated to making a positive impact. Every day, your work will directly contribute to advancing clean energy solutions and supporting global sustainability initiatives. Our culture runs deep and shows up in how we work together - committed, conscientious and collaborative. With many opportunities for professional growth, Power Factors is here to support your development as we lead the charge in transforming the energy industry.
WE ARE AN EQUAL OPPORTUNITY EMPLOYER
Power Factors is an Equal Opportunity Employer committed to engaging a diverse workforce and sustaining an inclusive culture. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.