Head of People

About [Employer hidden]

3 billion people across the world work in frontline jobs. Yet, despite rising costs and staff shortages, frontline organisations are still left to choose between paper, Excel, and WhatsApp, or decade-old workforce management solutions to take care of the most important part of their businesses - their people. Enter [Employer hidden]: the next generation of AI-native, frontline workforce management. We’ve built an end-to-end platform covering Scheduling, HR, Payroll, and Communications that gives the largest frontline organisations everything they need to staff more intelligently and empower their teams. In 4 years, we’ve already made a deep impact on the lives of over 100k frontline workers and the operation of their organisations, grown the team to 120+, and secured over $50M in funding from notable VC’s, including Felicis, Northzone, Gradient Ventures (Google), SpeedInvest, Antler, and Notion Capital, plus notable angels like Tom Blomfield (Monzo). It’s a hugely exciting time to be joining the team as we’re still small enough that you’ll have a significant impact on the company’s growth trajectory and culture, yet large enough to have a great structure, experienced leaders and world-class benefits in place. More on working at [Employer hidden] here.

About the Role

We're hiring a Head of People to lead and grow our People function as [Employer hidden] scales through its next phase of growth. Reporting to the Chief of Staff & VP of People (single person, dual role!), this is a role for someone who wants to own the full breadth of People work - from business partnering with senior leaders through to building the frameworks and processes that help a 150+ person, globally distributed team do their best work. Day to day, that means being the go-to partner for managers navigating performance conversations, probation, and difficult people decisions. It also means driving forward strategic projects like performance management, learning and development, and the systems that support a high-performance culture. You'll manage our People Ops Manager, shaping the operational side of the function while focusing your own time on the areas where [Employer hidden] needs the most help: strategic thinking, stakeholder partnership, and building what doesn't exist yet. This isn't a role where you'll inherit a fully formed function and keep it running. Much of what you'll be responsible for needs to be built from scratch or improved. If you're energised by that kind of ambiguity - and comfortable operating in a fast-moving environment where priorities shift and the org evolves quickly - this will be a great fit.

Responsibilities

• Own the People function day-to-day, acting as the People leader across the business
• Partner with managers and leaders on performance management, probation, employee relations, and people decisions
• Drive strategic People projects - including performance management frameworks, L&D, and culture initiatives - from design through to delivery
• Work with the People Ops manager to ensure all our operational processes are documented, AI-first and scalable
• Work closely with the VP of People to shape the People strategy as [Employer hidden] scales past 150 headcount and into new international markets

Requirements

• You're a People generalist who's comfortable spanning business partnering, ops, and project delivery
• You've worked in a startup or scaleup environment (ideally post-Series A) and are used to building things from scratch, not just running established processes
• You bring a commercial mindset - you understand business strategy and organisational priorities, and you frame People decisions in terms of what's right for the business
• You've personally handled performance management, probation, and difficult people situations - not just designed policy around them
• You're self-sufficient - you can manage senior stakeholders, navigate ambiguity, and make judgment calls without constant input
• You communicate clearly and directly, adapting your style across different audiences and levels of seniority
• Bonus: experience scaling a People function through 100-250 headcount, international employment experience, or exposure to building performance management or L&D frameworks from scratch

Benefits

• Salary: £80,000 - £95,000
• Hybrid working: 2-3 days per week in the London office
• Share options
• 35 days annual leave (25 days standard plus 10 flexible public holiday days)
• Extra day of leave for every year of service
• Pension contributions matched up to 5%
• Comprehensive health insurance
• Enhanced parental leave & pay
• Bi-annual all expenses paid team retreats
• The latest Macbook and equipment budget for your home office
• Professional development budget
• Unlimited free books