MAS Global is in an aggressive growth phase in IT services. This role owns the entire talent engine that makes that growth possible. You are not a support function. You are a growth driver. Every system you build, every person you hire, and every culture decision you make directly determines whether MAS Global hits its next milestone.

Employer Brand

Define and communicate why top IT talent chooses MAS Global. LinkedIn presence, candidate experience, EVP design, referral program, talent marketing in LATAM and US markets.

Culture Architecture

Design and operationalize the values, rituals, and norms that make MAS Global coherent across 4 countries. Culture that travels without a memo.

Retention and Engagement

Own attrition metrics and act on them. Design stay interviews, engagement surveys, recognition programs, and career pathing that keep top performers before they start looking.

Training and Development

Build the learning infrastructure for 200+ team members. Onboarding programs, manager training, technical upskilling pathways, leadership development for high-potential talent.

Promotions and Growth Paths

Design and manage transparent promotion frameworks. Competency bands, performance calibration, succession planning, and internal mobility that rewards growth over tenure.

Community Building

Create genuine belonging across a distributed, multi-timezone team. Programs and touchpoints that make a contractor in Bogota feel as connected as an employee in Tampa.

HR Ops and Compliance

Employment contracts, offer letters, labor law compliance across US, Colombia, Argentina, and Brazil. HRIS ownership, people analytics, confidential data governance.

Culture Index

Full CI platform administration. Build job profiles, run assessments, interpret results, coach hiring managers on data-driven hiring decisions across all roles.

Workforce Planning

Compensation band design, headcount forecasting, org design for the next stage of growth. Build the org you will need tomorrow, not just fill today open roles.

• An order-taker who executes what hiring managers ask for without exercising independent judgment

• A policy administrator who hides behind process when hard decisions need to be made

• A culture coordinator who plans team events but cannot build organizational coherence

• A recruiter who fills roles but cannot architect the talent system behind the hiring

• A training scheduler who runs programs without measuring their impact on performance and retention

• IT services industry background — understands delivery models, utilization, bench dynamics

• Multi-country HR experience including USA, LATAM, Colombia, Argentina, or Brazil required

• Labor law fluency across at least two of the four countries in scope

• Culture Index platform administration — builder and interpreter, not just a user

• Experience leading talent functions in organizations of 200+ people

• Proven track record in high-growth scaling environments

• Retention program design — built and measured, not inherited

• L&D program ownership — designed learning infrastructure from scratch

• Hybrid Role in Medellin, Colombia, minimum 3 days per week in the office

• Bilingual English and Spanish — written and spoken

• People analytics fluency — reads data and acts on it, not just reports it

• Employer brand experience — EVP design, LinkedIn strategy, talent marketing

• Promotion framework design — competency-based, transparent, defensible

• HRIS and ATS ownership — has selected, implemented, and optimized systems

• Engagement survey expertise — design, analysis, and action planning