Director, Talent Management

About Payoneer

Founded in 2005, Payoneer is the global financial platform that removes friction from doing business across borders, with a mission to connect the world’s underserved businesses to a rising global economy. We’re a community with over 2,500 colleagues all over the world, working to serve customers, and partners in over 190 countries and territories.

By taking the complexity out of the financial workflows–including everything from global payments and compliance to multi-currency and workforce management, to providing working capital and business intelligence–we give businesses the tools they need to work efficiently worldwide and grow with confidence.

Director, Talent Management

 

This role leads the design and stewardship of Payoneer’s performance‑management operating system — the full framework for how we set goals, assess performance, develop talent, and make data‑informed people decisions that drive Payoneer’s business forward. It is one of the most strategically leveraged and cross‑functional positions within the People organization.

 

Rather than maintaining existing processes, this role is responsible for evaluating, reimagining, and elevating how performance and talent management operate across a global, remote workforce spanning 100+ countries. The first year will require strong execution, but long‑term success depends on a systems thinker with a designer’s mindset — someone who can build for today while architecting what comes next.

This position reports directly to the VP of Talent Development and is part of the People Leadership Team. It carries significant visibility with the CPO, CEO, and leaders across the organization.

 

What you’ll do

• Designing and operating a full performance management system, including goal setting, continuous feedback, anytime feedback, 360 reviews, quarterly check‑ins, formal 1:1 frameworks, talent reviews, AI coaching, performance ratings, and year‑end cycles
• Leading and facilitating talent reviews and succession planning processes
• Driving and standardizing promotion processes while strengthening culture‑building initiatives
• Developing and maintaining leveling guidance and job architecture frameworks
• Delivering and scaling company‑wide and manager training and enablement programs
• Facilitating live workshops, manager forums, focus groups, and calibration sessions
• Partnering and co‑designing solutions with HRBPs, functional leaders, and business teams
• Creating and executing communication campaigns that drive employee understanding, buy‑in, and action
• Building and interpreting reporting and analytics tied to business outcomes
• Collaborating cross‑functionally with Talent Development, Leadership Development, Onboarding, and Career Pathing teams

 

Candidate Profile

 

We are looking for someone who has personally owned performance management end to end for a meaningful period of time—at least 2–3 years. This is not a profile that has merely observed or supported the work; this individual has been directly accountable for designing, building, and running it.

 

The candidate for this role will have built or rebuilt talent and performance management systems at company-wide scale, navigated global and cross-cultural rollouts, and led live programs that resonate and endure. They’ll know how to translate complex frameworks into experiences that feel clear, relevant, and impactful across diverse regions and cultural contexts.

 

Creativity and innovation are part of how this person operates, not how they describe themselves. They are AI-forward—both in how they work day to day and in how they think about the future of performance and talent in an AI-enabled world. Above all, they elevate those around them: a true multiplier who raises the bar for teams and organizations.

 

Who you are

• 8–10 years of progressively responsible experience in Talent Management, HR, Learning & Development, Organizational Development, or related People functions
• Senior-level ownership of company-wide talent management processes, with a track record of building and evolving programs from the ground up (not simply inheriting and maintaining them)
• Proven ability to partner closely with executive leadership and influence at the senior level<