Global Head Of People

About our company

Innovamat is an educational organization specialized in mathematics teaching. Founded in Barcelona in 2017, Innovamat provides schools with a comprehensive, evidence-based mathematics program spanning from Early Childhood Education through Secondary School, developed together with leading experts in mathematics didactics, cognition, and neuroscience.

The program integrates curriculum, teacher training, assessment, and intervention into a single coherent system. Present in 9 countries and serving more than 720,000 students, Innovamat is one of the few organizations in the sector with efficacy data independently validated by external research institutions. It is also the first non-U.S. organization to successfully complete the California State Board of Education's adoption process for a core mathematics curriculum.

About the Role and Why It's Special

Innovamat is turning 10. We've gotten here with 350 people across 9 countries and a stable financial position. That puts us in a position to bet on and invest in the next phase of our People function and bring it to the highest level of importance in the company. This isn't a vacancy to cover an operational need: it's a strategic decision about how we want Innovamat to grow in its next decade.

Today there is a solid, committed People team, distributed across HQ, EU, LATAM, and the United States, but without a global system that unifies levels, compensation architecture, performance evaluation, onboarding, and management training. The person joining as Global Head of People will be the first person responsible for building that system at a global scale, and will do so at the moment of greatest growth in our history.

They will report directly to the CEO, building the organization's people direction, and will collaborate directly with the rest of the leadership team. They will also be responsible for our current globally‐scoped People team, made up of both the Headquarters team and the teams across the different geographies where we operate.

We are not looking for someone who wants to focus on administrative processes, nor someone who prefers to design and delegate. We are looking for someone who knows how to move between strategy and execution: someone who understands the day‐to‐day of the business in depth and wants to make People a strategic function and key ally to the business.

Our philosophy is clear: we believe in empowering managers as the ultimate owners of their teams' people. We want to find the balance between process and bureaucracy and move at high speed. This person will play a key role in establishing the frameworks and structure needed so that speed doesn't compromise quality, so we continue to care for our talent and culture, and so we maintain our bar of excellence as we grow the team.

Key Responsibilities

At this pivotal moment for Innovamat, we're looking for someone who will take on this challenge as their own and be able to mobilize and make an impact across the entire organization.

People Strategy, Architecture & Organization

• Design the first levels and compensation bands architecture for all 9 countries.
• Define which metrics we monitor and with which tools, consistently.
• Define the framework for the benefits architecture by country, setting common principles at a global level, with the flexibility needed to adapt to each market.
• Redesign the performance evaluation system, with two annual cycles and real calibration across departments and geographies.
• Implement an executive people analytics dashboard for the CEO and the Leadership Team with key metrics.
• Maintain the balance between organizational growth and as flat a structure as possible, establishing the minimum bureaucracy needed at each stage.
• Track spans, layers, and revenue per employee as core metrics.
• Identify management needs before they become a problem.

People Business Partnering & Development

• Lead the global team of People BPs (HQ, Spain, Italy, LATAM, US).
• Build the management training program.
• Implement a systematic, measured onboarding process across all countries.
• Define a system to identify top performers and cases of underperformance.
• Develop the employer brand and our own talent pipeline at a global level.

Talent Acquisition

• Lead the global Talent team (HQ, Spain, Italy, LATAM, US).
• Own the hiring standard, consistently evaluating each candidate's purpose, learning ability, and reliability, with a unified criteria across countries.
• Define and track hiring metrics
• Prioritize closing critical positions in product, artificial intelligence, and the United States market.

People Operations, Processes & Employee Support

• Define the company's people rhythm: what cycles exist, when, and who runs them, at a glo