LI.FI is simplifying multi-chain DeFi for traditional financial institutions, fintechs and service providers by offering a unified API to access all on-chain liquidity across major blockchains for best price same-chain and cross-chain swaps. We are a passionate team on a mission to enable a fairer, more decentralised world. Apart from the tech, we care a lot about user experience and aim to make complex technologies accessible to everyone.

Setting yourself up for success

• Take a moment to read the job description before applying. We want to make sure this role is the right fit for you, so you don't spend time on an application that isn’t aligned with your experience. If this one doesn't quite match, we encourage you to submit your resume to our talent pool!

• Focus on your application, there's no need to reach out to team members directly. We review all applications thoroughly, so rest assured your submission will be carefully considered! If you have questions about which role might be the best fit for you, feel free to reach out to career@li.finance.

• To apply, please submit your resume detailing your relevant experiences and competencies. We love to see how your work has made a difference—whether it’s improving processes, increasing efficiency, or leading a project to success, so be sure to highlight this in your resume!

A quick run-down of the job

We’re looking for a Head of HR who can build and scale the foundational people systems that help teams thrive — from performance and development to engagement and culture. You’ll play a key role in shaping how we support our people as we grow, bringing structured thinking, hands-on execution, and a strategic mindset to everything you do. You’ll work cross-functionally with recruiting, operations, and leadership to co-create scalable HR programs that support our evolving team.

Please note: You must be located in the EMEA region for this role. Your application will not be considered otherwise.

What you'll do

• Partner with senior leadership to identify People priorities and shape initiatives that drive long-term success.

• Own and evolve core HR strategies and programs - from performance feedback to career development and engagement - in ways that support our business goals and reflect our values.

• Design and implement thoughtful talent management and succession planning strategies to future-proof the organization.

• Oversee compensation and benefits programs that are competitive, fair, and aligned with our mission.

• Build scalable People Ops infrastructure and processes (e.g. onboarding, documentation, tooling) with a bias for simplicity and impact.

• Develop and implement learning and development programs that unlock employee potential and drive business impact.

• Ensure compliance with employment laws and proactively manage risk through clear, consistent policies.

• Collaborate with Recruiting and People Ops to ensure a smooth, thoughtful employee experience across the full lifecycle.

• Use data to monitor and iterate on programs (e.g. pulse surveys, engagement metrics, feedback trends).

• Bring fresh ideas and frameworks to the table - then turn them into action.

• Report directly to the COO/CFO and collaborate on cross-functional strategic initiatives.

What makes a good candidate

• 9+ years of experience across People Ops, HRBP, or People Partner roles — ideally in fast-paced, scaling environments.

• Demonstrated knowledge of HR best practices, laws, and regulations.

• Proven track record supporting team growth in fast-paced, scaling environments.

• Experience creating or significantly improving HR processes and programs (not just maintaining them).

• Strong execution mindset with a love for systems and clarity — you’re someone who doesn’t just spot problems, but fixes them.

• Comfortable working closely with leadership and giving input on org-wide people topics.

• Confident communicator and collaborator — able to earn trust and build alignment.

• Experience across companies of different sizes is a plus — you understand how to scale without over-engineering.

• Experience working with remote or distributed teams.

• German language skills are a plus.

Company culture

• Embracing the differences

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