People Partner

About [Employer hidden]

When was the last time you made a new friend? The quality of your relationships is the single most important factor for your mental health. Travel has a unique ability to fast-forward the friendship-making process, which is why we’re on a mission to create one million meaningful friendships using the power of travel and technology as a platform for human connection. We create curated social adventures for solo travellers in their 30s, 40s and 50s. Since launching in 2014, we’ve seen impressive year-on-year growth and become the category leader in a thriving, rapidly expanding market with the majority of our business now in the US. We’re well-funded, we’ve shaken up an outdated industry, and we see ourselves as a friendship company far more than a travel company. Our culture is down-to-earth, hard-working and compassionate, built by exceptional people who care deeply about doing work we’re proud of. You can find out more about our culture and life at [Employer hidden — sign up to reveal] here.

The Role

We're looking for a People Partner to join our People team. Over the next 12 months, we'll be focusing on some important challenges across performance, growth, and employee experience in a remote-first world. This is a role where you'll genuinely shape our people's experience - working closely with our Head of People & Talent to build the frameworks, programmes, and ways of working that help our teams do their best work in a remote-first world. You'll work closely with our managers to understand what they and their teams need, build the tools and programmes that make a real difference, and partner with them to embed and bring it all to life. Whether that's coaching them through the people moments that matter, helping them get ahead of challenges before they become problems, or creating the infrastructure that makes great management easier. We're at an exciting stage where a lot of our people infrastructure needs evolving - onboarding, manager playbooks, performance frameworks, career development, ways of working. You'll need to love creating things from scratch, treating everything as a v1, and improving based on what you're actually seeing and hearing. Throughout all of it, you'll stay closely connected to our teams making sure what we build genuinely improves the experience of working at [Employer hidden — sign up to reveal]. In line with our salary framework, the salary for this role is £50,000 – £55,000, depending on experience.

Where you will spend your time

• Working closely with the Head of People & Talent to translate strategy into practical tools, frameworks, and processes - think onboarding, manager playbooks, 1:1 frameworks, performance frameworks, goal setting
• Being a trusted partner to our people managers - coaching them through the people moments that matter, helping them get ahead of challenges before they become problems, and bringing frameworks and ways of working to life in their teams
• Partnering with people managers and staying close to our teams - gathering insight, testing ideas, and validating outputs so that what we build makes a meaningful difference to the people doing the work
• Owning our engagement strategy - running surveys, making sense of the data, and working with managers to turn insight into action that genuinely improves the experience for their teams
• Supporting managers to build high-performing, connected teams - helping them create the clarity, confidence, and consistency their people need to thrive in a remote-first environment
• Designing and improving the workflows and processes that underpin how we operate - experimenting with AI tools, finding leaner ways to work, and embedding new ways of working so they actually stick

What we'd love to see from you

• You've worked in a scaling environment and you're comfortable when things aren't fully defined - you bring structure, know how to deal with ambiguity, and genuinely enjoy that kind of environment
• You're someone people and managers want to come to- you build trust quickly, listen well, and give honest, useful guidance
• You have experience supporting managers across the people lifecycle - ER conversations, onboarding, engagement and team challenges and you're not fazed by the difficult stuff
• You've built people products before - onboarding programmes, manager toolkits, performance frameworks, or similar and you can show real examples of things you've made, iterated on, and improved based on what the data and insight told you
• You have an execution mindset - you get energy from building and following through, you'd rather ship and iterate than wait for the perfect moment to launch
• You're curious about AI and actively experimenting with how it can improve the way a people function operates and build better experiences for the team
• You have experience working in or with remote or distributed teams and you understand what good looks like- how to build connection, keep people engaged, and support managers who are leading across distance

Interview Process

Our interviews take place on Google Meet and usually consist of the following stages:

• Introductory chat with our talent team to see if there is a match (30-45 mins)
• An interview with the hiring manager to hear more about your background and experience and to give you a deep dive into the role (45-60 mins)
• A case study and presentation with the hiring manager and a key stakeholder to see how you’d solve a problem (60 mins)
• Meet with one of our founders for any final questions you or we have (45-60 mins)

Some roles may have extra stages, but we will let you know as soon as possible in the process if this is the case.

Diversity and Inclusion

We’re led by a BAME, female CEO and building a diverse and inclusive team is incredibly important to us which is why we are building diversity and inclusion into the company hiring, performance and progression framework. We see our diversity as a key competitive advantage which is why we are committed to hiring top talent regardless of race, religion, colour, national origin, sex, sexual orientation, gender identity, age or status as an individual with a disability. If you have an additional accessibility or other requirement we haven’t considered, we will do our best to adapt and make sure your needs are met. Once you apply, you will be sent a short Equality, Diversity & Inclusion survey, it would help us immensely if you can complete it. [Employer hidden — sign up to reveal] GDPR Compliance: Please take two minutes to read our [Employer hidden] Privacy Notice for Recruitment and learn how we will process your data.