HR Director

About us

Cameras and sensors have allowed us humans to capture and revisit moments. It has become a central part in all digital industries. At Muybridge we are re-inventing cameras by turning them into software. We are a deep tech scale-up building the future computer-vision platform, with the ambition to influence products and solutions across several industries.

Scaling an organization requires a relentless focus on people and culture. In Muybridge we value our employees beyond anything. We expect all our employees to pro-actively contribute to an innovative, safe and healthy working environment.

About the role

Driven by surging global demand, we’re entering an exhilarating new chapter as a fast-growing scale-up. Backed by fresh capital from leading international investors, we have the momentum, ambition, and runway to build something truly lasting. The HR Director will play a pivotal role in shaping our organization from the ground up—designing, scaling, and nurturing a people-first culture that unlocks our full potential for years to come.

As we enter an exciting new phase of growth, the HR Director will be a cornerstone of our scale-up journey. This is a hands-on, high-impact leadership role, responsible for building the people, culture, and organizational foundations that will enable us to scale from ~30 employees to 100+ in the coming years—without losing speed, quality, or our unique DNA.

Reporting directly to the CEO, the HR Director will act as a strategic partner to leadership while also owning the day-to-day people operations required in a fast-moving deep-tech environment. You will design, build, and evolve a modern HR function inspired by best-in-class global tech scale-ups.

Responsibilities

1. Talent Strategy, Recruitment & Scaling

• Design and execute a scalable hiring strategy aligned with business priorities and long-term growth plans.
• Lead end-to-end recruitment for key roles across engineering, product, commercial, and corporate functions.
• Partner closely with leadership and hiring managers to define roles, assess talent, and make high-quality hiring decisions.
• Build structured, repeatable hiring processes (interview frameworks, assessment criteria, onboarding journeys) that scale efficiently as headcount triples.
• Develop employer branding initiatives to attract world-class talent globally.
• Own onboarding excellence to ensure new hires are productive, engaged, and culturally aligned from day one.

2. Organizational Design & Strategic People Leadership

• Act as a trusted advisor to the executive team on organizational design, team structures, and workforce planning.
• Ensure the organization evolves in a way that supports delivery, accountability, and speed as complexity increases.
• Define clear role frameworks, reporting lines, and career paths appropriate for a growing deep-tech company.
• Support leadership development as first-time managers emerge during rapid scale.
• Anticipate people risks and opportunities associated with growth and proactively address them.

3. Culture, Engagement & Performance

• Be the steward of our culture, values, and ways of working as we scale.
• Partner with leadership to translate values into everyday behaviours across teams and geographies.
• Design and run performance management cycles that drive clarity, feedback, and high performance.
• Foster a culture of trust, inclusion, ownership, and continuous improvement.
• Lead employee engagement initiatives, surveys, stay/exit interviews, and action planning.
• Promote well-being, sustainable performance, and psychological safety in a demanding scale-up environment.

4. HR Operations, Systems & Compliance

• Build and operate robust HR “nuts and bolts” processes suitable for a high-growth tech scale-up.
• Own HR systems (e.g. BambooHR), ensuring accurate data, reporting, and scalable workflows.
• Manage employment contracts, policies, compensation structures, and benefits.
• Ensure compliance with relevant employment laws and regulations across jurisdictions as the company grows internationally.
• Establish clear, lightweight HR processes that balance structure with agility.
• Act as the primary point of contact for all HR-related matters within the company.

5. Office & Workplace Management (Interim)

• Oversee essential office operations in the early phase, until a dedicated office manager is hired.
• Ensure a smooth, professional, and welcoming workplace experience for employees.
• Manage office vendors, supplies, subscriptions, and basic facility needs.
• Support budgeting and procurement related to HR and office operations, with a pragmatic scale-up mindset.
• Help create a workplace environment that reflects our culture and supports collaboration and focus.

6. Cross-Functional Collaboration & Scale-Up Enablement

• Partner with leadership, product/engineering managers & finance on headcount planning, compensation budgeting, and workforce cost management.
• Collaborate with IT to ensure smooth onboarding/offboarding and access to tools and systems.
• Serve as the sole HR leader, prioritizing effectively and knowing when to build external partnerships or internal capability as the company scales.
• Continuously benchmark against best practices from successful global tech scale-ups and adapt what fits our context.

What Makes This Role Exciting

• You will create a legacy, building the HR function from the ground up in a global, high-growth, deep-tech scale-up.
• You will shape how the company grows—from team structure to leadership capability to culture.
• You will work closely with a stellar leadership team and have a direct impact on business outcomes.
• You will balance strategy with hands-on execution, ownership with influence, and ambition with pragmatism.