Interim & fractional HR leadership
Stepping in as HRD or Chief People Officer while a business scales, integrates or replaces its people leader, with a handover plan from day one.
Madrid · Europe · Latin America
Natalia
Dominguez
International HR Director · Chartered FCIPD
Linking People strategy to business growth
Twenty years of HR leadership across Europe, Central Asia and Latin America – from lean teams of 10 to organisations of 1,000.
20+Years in international HR
30+Countries covered
1000+Employees under mandate
5Working languages
3Regions: Europe, Central Asia, Latin America
What I am brought in to do
Six problems I have solved more than once
I am usually brought in when a business reaches a point where people decisions become business decisions – during growth, transformation, international expansion or integration. These are the mandates I take.
Multi-country HR build-out
Building HR capability across new markets – from HR business partnering and centres of excellence to country-level processes, local hiring and EOR solutions where no legal entity exists.
Total rewards under volatility
Grading, sales incentives, salary reviews, benefits and tax-efficient reward structures designed for high-inflation and devaluation environments – across Latin America and Eurasia, including Venezuela, Argentina, Colombia and Brazil.
Talent & leadership
Strengthening leadership teams, identifying critical talent and building development frameworks – from C-suite effectiveness to large-scale frontline workforce programmes.
People analytics that drive decisions
HR analytics that shape organisational decisions rather than decorate a deck – combined with HRIS migration, systems consolidation and process automation.
Organisation & business transformation
Organisational design, HR transformation and M&A planning – aligning people structures with business growth across multiple markets.
Coverage
Thirty markets, three regions, one standard
You cannot run international HR by translating one policy thirty times. The framework needs to be global, while still working within different legal, tax and cultural realities. I have built and operated those frameworks across multiple countries.
Europe
ESSpain · base
DEGermany
ITItaly
PTPortugal
FRFrance
NLNetherlands
BEBelgium
SESweden
DKDenmark
FIFinland
IEIreland
PLPoland
HUHungary
ATAustria
CHSwitzerland
UAUkraine
RSSerbia
EEEstonia
Central Asia & Eurasia
RURussia
KZKazakhstan
AZAzerbaijan
TRTurkey
Latin America
PAPanama
ARArgentina
BRBrazil
COColombia
VEVenezuela
ECEcuador
CLChile
MXMexico
PEPeru
DODominican Republic
BSBahamas
AWAruba
BQBonaire
CWCuraçao
Named markets are those I led or delivered in directly. Regional mandates covered the full country footprint of each business — payroll, benefits, employee relations and reward, market by market.
Track record
Built, scaled, integrated
Two decades of HR leadership across international businesses and complex markets.
2023 — now
DUAL
Head of HR, Europe · MGA Specialist underwriting
Leading a commercially aligned people strategy for the European business, partnering with senior leadership through international growth, new market entry, M&A and organisational change. Shaping the people infrastructure and HR technology needed to integrate businesses, scale across markets and support a rapidly evolving international organisation.
- People strategy
- M&A integration
- Technology
- Employee experience
2021 — 2023
Angara
Chief People Officer · AI decarbonisation technology
Interim people leader for the scale-up proposition of an ESG technology business. Completed the management team with C-level hires, rebuilt the people strategy, policies and processes for sustainable growth, established the total rewards approach, and designed scalable systems and processes that could continue operating beyond the interim assignment.
- Scale-up HR
- Executive hiring
- Total rewards
- Interim leadership
2013 — 2021
Aggreko
Head of HR, Eurasia → Deputy Head of HR, Latin America · Power generation
Eurasia · 10+ countries · 500+ employees
Led HR for a newly incorporated region spanning the post-Soviet states, Turkey and Mongolia as the business grew fourfold – from 200 MW to 850 MW of installed capacity – amid an energy crisis and unstable currencies. Scaled headcount from 40 to 500, built a sustainable recruiting engine, maintained engagement and employee relations through acquisitions in Azerbaijan and Turkey, and redesigned Total Rewards for rapidly devaluating markets.
Latin America · 20+ countries · 1,000+ employees
Selected for a regional HR leadership role in one of the group's most operationally complex markets. Established HR business partnering and Centres of Excellence, implemented the regional talent development framework, led cross-country research to establish tax-compliant payroll, transformed global mobility and took accountability for HR analytics across 20+ countries – including four of the world's most volatile currency markets.
- Crisis & transformation
- Payroll compliance
- Tax efficiency
- Global mobility
- Growth structure
2011 — 2013
European Pension Fund
HR Director · Non-state financial start-up
Built the HR function for a rapidly scaling regulated financial business, hiring 200+ employees across 30 jurisdictions in just over a year. Established recruitment, L&D, HR administration and payroll functions, including a regulated certification framework, and built the policies and processes from scratch. Prepared the organisation's people infrastructure for the next stage of the business, including its subsequent sale.
- Startup to scaleup
- Volume hiring
- Policy design
2009 — 2010
Morgan Stanley
HR Associate · Investment banking
HR business partnering across compensation, workforce analytics and the employee lifecycle. Analysed market and internal pay data to support salary reviews and reward decisions, while working across recruitment, employee relations and core HR processes.
2004 — 2008
Citi
Recruiter, Onsite Manager · Corporate banking
Managed onsite recruitment delivery, coordinating outsourced hiring and onboarding and supporting hiring managers with recruitment processes and market compensation data.
Projects
Delivered projects
Industrial energy business
Grading & Compensation Framework
Designed and delivered a bespoke grading and salary framework for a distributed business, replacing a group-wide methodology that did not fit local roles. Standardised job architecture, mapped roles into grades and salary ranges, and benchmarked pay against market data. Delivered a practical framework for consistent grading and compensation decisions, with tools and guidance for ongoing use by managers.
International fintech
Performance, Growth & Rewards
Built an integrated performance, career and rewards framework for a distributed international team – from career paths, competencies and six-level grading to salary bands and quarterly OKR-based reviews linked to compensation and equity. Established manager tools and processes for coaching-led performance conversations, alongside a practical remote-work package covering benefits, FX transfers, flexible working and relocation.
International HR services
Multi-country EOR & HR Operations
Led HR service delivery for organisations employing across Europe and Central Asia without local entities, covering employment, benefits, payroll and country-specific requirements. Consolidated multiple platforms into a single system, supported process automation, and built repeatable operating procedures and country playbooks for launching HR operations in new markets.
International technology company
People Operations & C&B
Built and streamlined People Operations across multiple jurisdictions, covering employee lifecycle, international contracts, work permits and relocation, payroll coordination, variable compensation and benefits. Built C&B processes and salary-review infrastructure, managed headcount and budget planning, and introduced automated HR workflows and data controls across HR systems. Standardised contracting and onboarding processes so they could be followed consistently by managers and operated with minimal manual intervention.
Performing arts organisation
Seasonal HR & Production Staffing
Designed the HR structure for seasonal theatre productions, covering hiring, contracts and employment processes for project-based performers and production teams. Built a practical framework for bringing teams on board and managing employment requirements around changing production schedules.
Research technology platform
Workforce & Engagement Model
Designed the independent-contractor model and contractual framework for a market research platform, covering eligibility, rewards, confidentiality, data ownership and termination. Created a concise, user-friendly service agreement aligned with the platform’s privacy framework.
International HR shared services
EMEA HR Solutions
Supported the design and implementation of benefits and recruitment solutions for major clients across EMEA, combining HR data analysis with process and system expertise. Tested SAP and Taleo configurations, resolved technical issues, and developed training for HR teams and local systems users.
Evidence
What the work moved
Eurasia · 2013—2018
A region that grew fourfold, staffed on time
Five years of HR leadership through an energy crisis and currency instability, with the recruiting engine and reward framework built to keep up with the business.
Latin America · 2018—2021
Twenty-plus countries on one talent process
Each mark is a market brought onto a single talent development and reward standard, covering more than a thousand employees.
Scale-up · 2021—2023
A management team in ninety days
Two C-level hires closed in the first three months as interim Chief People Officer, followed by a rebuilt people strategy, reward approach and leadership development roadmap.
Credentials
Qualified, chartered, multilingual
Education & certification
- Chartered status Chartered FCIPD Chartered Institute of Personnel and Development — Fellow
- 2017 — 2019 MSc International Human Resource Management Kingston University London · CIPD Level 7 Advanced Diploma
- 2000 — 2004 BSc Economics Lomonosov Moscow State University
- 2021 Human Resources Analytics University of California — Coursera certification
- 2021 Diversity and Inclusion in the Workplace ESSEC Business School — Coursera certification
Languages
- English Full professional
- Spanish Full professional
- Portuguese Full professional
- Russian Full professional
- French Professional working
Systems
- Workday
- Salesforce
- HubSpot
- Excel DAX
- PowerPoint
- Word
Questions
Before you write
Who is Natalia Dominguez?
An international HR director based in Madrid, with 20 years leading human resources across Europe, Central Asia and Latin America. Chartered Fellow of the CIPD, currently Head of HR for Europe at DUAL, previously Chief People Officer of a technology scale-up, HR service delivery manager for an employer-of-record platform across Europe and Central Asia, and Deputy Head of HR for Latin America at Aggreko.
Which regions and countries does she cover?
Europe, Central Asia and Latin America. Regional mandates have covered more than 30 markets, including Spain, Türkiye, Azerbaijan, Mongolia, Russia and the post-Soviet states, and in Latin America Brazil, Colombia, Argentina and Venezuela. She works from Madrid across five languages and every relevant time zone.
What kind of work does she take on?
Head of HR and Chief People Officer mandates, permanent or interim, and advisory work on people strategy, multi-country HR build-out, total rewards, talent and leadership development, people analytics, HRIS implementation, employer-of-record and global employment operations, global mobility, and HR integration through mergers and acquisitions. For current availability, write directly.
What languages does she work in?
English, Spanish, Portuguese and Russian at full professional level, and French at professional working level.
What are her qualifications?
Chartered FCIPD — the fellowship grade of the Chartered Institute of Personnel and Development. A Master's in International Human Resource Management from Kingston University London with the CIPD Level 7 Advanced Diploma, and a Bachelor's in Economics from Lomonosov Moscow State University. Certified in Human Resources Analytics (University of California) and Diversity and Inclusion in the Workplace (ESSEC Business School).
What kind of organisations does she work with?
Multinational groups in insurance, energy and financial services, and venture-stage companies moving from start-up to scale-up. The populations range from executive teams to blue-collar workforces of more than a thousand people.
Contact
Tell me where the business is going next.
Most conversations start the same way: a market entry, an integration, or a people leader leaving. Any of those is a good reason to write.
info@nataliadominguezhr.com
- Based inMadrid, Spain — working across EMEA and LATAM
- LanguagesEnglish · Spanish · Portuguese · Russian · French
- LinkedInView profile