Director of HR, India and Egypt

At Hudl, we build great teams. We hire the best of the best to ensure you’re working with people you can constantly learn from. You’re trusted to get your work done your way while testing the limits of what’s possible and what’s next. We work hard to provide a culture where everyone feels supported, and our employees feel it—their votes helped us become one of Newsweek’s Top 100 Global Most Loved Workplaces.

We think of ourselves as the team behind the team, supporting the lifelong impact sports can have : the lessons in teamwork and dedication; the influence of inspiring coaches; and the opportunities to reach new heights. That’s why we help teams from all over the world see their game differently. Our products make it easier for coaches and athletes at any level to capture video, analyze data, share highlights and more.

Ready to join us?

Your Role

We’re looking for a Director of HR, India and Egypt to join our team. This senior leadership role is all about shaping and scaling the people strategy that powers our global production operations. Reporting directly to the Vice President of Egypt and India Operations, and partnering closely with the global People team, you’ll provide strategic HR leadership in a dynamic, fast‑paced, and results‑driven environment.

You’ll partner with leaders and lead our HR teams across India and Egypt to design and implement foundational, scalable HR practices that enable a unified and efficient BPO model. This means driving alignment across regions, strengthening our employee experience, and ensuring HR processes are consistent, effective, and built to support growth at scale.

This is a high‑impact role for an HR leader who can blend strategic vision with operational excellence—someone who can create scalable systems, guide leaders through change, and support a distributed workforce across diverse cultures and geographies.

As the Director of HR, India and Egypt, you’ll :

• Lead HR development activities. You’ll develop and implement standardized HR operational practices across Egypt and India, focusing on compensation, benefits, levelling, and culture.
• Unify HR operations. Lead the operational integrations to develop consistent HR practices across locations.
• Provide strategic guidance and oversight. Evaluate and provide strategic guidance to the Egypt and India HR teams, addressing gaps and practices.
• Manage HR systems and vendors. Oversee the HRIS processes, including advising and leading on systems changes.
• Act as a strategic partner. Serve as a strategic HR partner and advisor to the Vice President of Egypt and India Operations and collaborate with leadership to align HR operations with business goals.
• Manage and coach teams. Support and manage HR teams in India and Egypt, including recruitment, onboarding, and ongoing development.

Office-only : For this role, we’re currently considering candidates who live within a commuting distance of our offices in London or Barcelona. But with our flexible work policy, there aren’t any current requirements for the number of days you come to the office.

Must‑Haves

Nice‑to‑Haves

Our Role

Compensation

The base salary range for this role is displayed below—starting salaries will typically fall near the middle of this range.

Base Salary Range £120,000 — £140,000 GBP

We make compensation decisions based on an individual's experience, skills and education in line with our internal pay equity practices.

This role will also be eligible for a long‑term incentive (LTI) award. Any bonuses awarded are based on individual and company performance paid at Hudl’s discretion.

Inclusion at Hudl

Hudl is an equal opportunity employer. Through our actions, behaviors and attitude, we’ll create an environment where everyone, no matter their differences, feels like they belong.

We offer resources to ensure our employees feel safe bringing their authentic selves to work, including employee resource groups and communities. But we recognize there’s ongoing work to be done, which is why we track our efforts and commitments in annual inclusion reports.

We also know imposter syndrome is real and the confidence gap can get in the way of meeting spectacular candidates. Please don’t hesitate to apply—we’d love to hear from you.

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