&#x1F3AF; You&apos;ll own and rebuild the operating system behind n8n&apos;s People function: hygiene, analytics, systems, and automation. This isn&apos;t a maintenance job. You&apos;ll have a real mandate to design it your way, and since n8n builds workflow automation for a living, you&apos;ll get to use our own product to do it. If you&apos;ve ever wanted to turn your own function into your best case study, this is that job.You&apos;re inheriting a People Ops team that&apos;s kept things moving through real growth, and you&apos;ll get a proper audit period before anyone asks you to change anything. That&apos;s real trust, and it means you get to diagnose before you prescribe. Here&apos;s what you&apos;ll own: Own the hygiene factors of employment<ul><li>Own employment contracts, payroll coordination, visas, and employee policies end to end.</li><li>Keep n8n&apos;s SOC 2-related compliance processes accurate and audit-ready.</li><li>Bring clear, centralized ownership to freelancer and contractor engagement approvals, an area with no consistent oversight today.</li><li>Personally step in on hands-on hygiene work whenever it&apos;s the highest-impact use of your time.</li></ul>Build people analytics in-house<ul><li>Stand up n8n&apos;s own people analytics capability rather than relying on the central data team, given the sensitivity of the data.</li><li>Turn People data into decisions leadership can act on, from attrition trends to org health.</li><li>Report on the health of the People function to the VP People and wider leadership.</li></ul>Own people systems and drive automation<ul><li>Own and evolve People systems like HiBob and Mahana, keeping data clean and workflows scalable.</li><li>Automate repetitive People Ops work, partnering with workflow automation engineers on the most complex builds. You&apos;ll be doing it with n8n&apos;s own product, so you get to dogfood the exact tool your company sells, on your own function.</li><li>Get the underlying process and data right before you automate it. Solid documentation and a consistent process come first here, not as an afterthought.</li><li>Reduce manual load so the function scales without headcount growing in lockstep.</li></ul>Welcome new hires and grow the team<ul><li>Act as the onboarding liaison, making sure new hires feel welcomed and set up to succeed from day one.</li><li>Build out a small, high-trust team, hiring 2&#x2013;3 specialists in analytics, automation, and systems over the next 12&#x2013;24 months.</li><li>Partner closely with the VP People, Talent Acquisition, People Partners, and Finance/Legal to keep People Operations reliable as we scale.</li></ul> REQUIREMENTS Must-haves<ul><li>&#x1F4C8; Proven scaling experience: You&apos;ve scaled or matured an existing People Operations function, not necessarily built one from zero, through a comparable growth range such as 500 to 1,000 employees.</li><li>&#x1F4DD; Hands-on hygiene ownership: You&apos;ve personally owned contracts, payroll coordination, visas, employee policies, and SOC 2-adjacent compliance, not just directed others who do.</li><li>&#x2696;&#xFE0F; Strategic and hands-on: You&apos;re comfortable setting vision and prioritizing, and just as comfortable rolling up your sleeves on execution.</li><li>&#x1F4CA; People analytics fluency: You have real experience with people analytics and data, and you&apos;re willing to build that capability in-house.</li><li>&#x2699;&#xFE0F; Systems and automation: You&apos;ve worked hands-on with HRIS platforms like HiBob and have driven process automation in a People function.</li><li>&#x1F30D; Europe-based: You&apos;re based in Europe.</li><li>&#x1F501; Track record: You&apos;ve run or built this kind of function at least once before; twice is a plus.</li><li>&#x1F9ED; Sequencing judgment: You know automation is only as good as the process and data behind it, and you don&apos;t force AI onto a process that isn&apos;t documented or consistent yet.</li></ul> Nice-to-haves<ul><li>&#x1F504; Hybrid background: You&apos;ve come up through analytics into people ops, or the other way around.</li><li>&#x1F916; Automation partnership: You&apos;ve partnered with or managed workflow-automation or AI tooling specialists.</li><li>&#x1F4B0; Comp benchmarking exposure: You&apos;ve worked with compensation benchmarking or market-data analysis before.</li><li>&#x1F310; Remote-first scaling: You&apos;ve scaled a People function specifically inside a remote-first, distributed organization.</li></ul> Why join us?You&apos;ll take real ownership of the systems that let n8n&apos;s People function scale. This is a genuine mandate to design them, not inherit someone else&apos;s finished blueprint, and you&apos;ll get a built-in audit period so you can diagnose before anyone asks you to prescribe. You&apos;ll report directly to our VP People, with real visibility and sponsorship, and you&apos;ll shape the next 2 to 3 hires on your own team as it grows.Since n8n builds workflow automation for a living, you&apos;ll get to use our own product to automate your own function. That&apos;s a genuinely rare setup, and honestly, the best advertisement for what we build. You&apos;re joining at around 400 people, heading past 500 by year-end, which is exactly the stage where the calls you make on hygiene, analytics, systems, and automation define how the company scales, rather than just keeping the lights on.n8n is remote-first, fair-code, and riding the AI and automation wave as one of the most starred projects on GitHub. You&apos;ll work with the same autonomy and talent density that defines how we build our own product. Apply now, and help us build the People operating system that gets n8n to its next 1,000 people.

Head of People Ops & Tech

Area Support Manager &#x2013; Berkshire and Hampshire Fixed-Term 12-Month Contract Home-Based Role with Extensive Travel At inspiring vet care, our people are at the heart of everything we do. As the UK&#x2019;s number one vet care provider, we&apos;re trusted with the care of over 2 million animals, delivering our purpose of healthier animals and happier owners. We are pleased to offer an exciting opportunity for an Area Support Manager to work closely with the Area Director, supporting practices in Reading to Hook, Basingstoke, Newbury and Andover. As part of Central Functions, you will be part of the teams that support and enable our network of over 2,500 practices across 20 countries, driving operational excellence, innovation and strategic impact across the business. How You&#x2019;ll Make a Difference As an Area Support Manager, you&apos;ll have a unique opportunity to support the Area Director to ensure the success of multiple veterinary practices and the people who work within them. By providing hands-on support, guidance, and leadership, you&apos;ll help create environments where teams can thrive, leaders feel empowered, and practices are equipped to deliver the very best care to patients and clients. Your ability to build strong relationships, influence positive change, and drive continuous improvement will have a direct impact on colleague engagement, practice performance, and overall business success. This role goes beyond operational support; it&apos;s about making a tangible difference. You&apos;ll play a key role in ensuring teams feel supported, connected, and set up for success, ultimately creating a positive and lasting impact on colleagues, clients, and patients across the region Working Pattern <ul><li> 40 hours per week</li><li> Home based with practice visits 3/4 days per week </li></ul>Key Responsibilities <ul><li> To develop close working relationships with practice leaders and be the &apos;go to&apos; person for troubleshooting within the area.</li><li> Maintain regular contact and build relationships with practices to ensure teams feel supported and part of the wider inspiring vet care network.</li><li> Support practices through change related to the rollout of our national unified brand and other CMA remedies.</li><li> Work with Area Director to identify better ways of working that improve team wellbeing and create efficiencies that bolster the client experience.</li><li> Organise area meetings, prepare and distribute agendas, meeting materials &amp; minutes and ensure action points have been followed and completed.</li><li>Support practices utilisation of dashboards and reporting suites based on financial and non-financial performance, identify trends, areas of underperformance and opportunities for growth.</li><li>Provide support to underperforming sites, help Area Director identify needs and initiate business plan changes.</li><li>Ensure all practices are following the leadership and performance frameworks that are put forward.</li><li>General administration support for the area including financial admin, HR / Recruitment support, performance management and H&amp;S audits. </li></ul>You Might Be a Great Fit If... You Are a Capable And Collaborative Professional Who Brings <ul><li> At least 2 years coaching and mentoring experience, with proven mentoring skills alongside capability to motivate, support and inspire leaders and senior colleagues to embrace change</li><li> The ability to understand Key financial KPI&apos;s, identify actions to improve performance and support implementation.</li><li> Strong people skills including bringing together diverse teams across multiple sites, an influencer who can collaborate with others whilst not afraid to challenge the status quo.</li><li> A broad healthcare knowledge would be beneficial but not essential. Must hold full and valid driving license.</li><li> A commitment to supporting colleagues, practices and business performance </li></ul>How We&#x2019;ll Support You At inspiring vet care, we&#x2019;re committed to supporting your development and wellbeing. When you join us, you&#x2019;ll benefit from: <ul><li> A role with meaningful impact supporting thousands of colleagues and practices</li><li> Clear career pathways with progression opportunities across the wider inspiring vet care Group</li><li> Ongoing learning and development supported by experienced colleagues and specialist teams</li><li> Access to internal networks, development programmes and professional growth opportunities</li><li> A collaborative, values-led culture focused on care, innovation and continuous improvement </li></ul>What We Offer Our Team <ul><li> Healthcare Cash Plan</li><li> Cycle to Work scheme</li><li> Green Cars salary sacrifice scheme</li><li> Voluntary benefits: choose from a range of benefits to suit you</li><li> Discounted staff pet care</li><li> Access to discounts and cashback with hundreds of participating retailers</li><li>Car allowance of &#xA3;375 per month or a company car </li></ul>We&#x2019;re committed to supporting our people through career development opportunities, wellbeing initiatives and access to world-class learning resources. Whether you&#x2019;re just starting out or looking to take the next step in your career, inspiring vet care offers the support, opportunity and community to help you grow. Closing Date: 7th September &#xA3;0 - &#xA3;0 a year We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Area Support Manager - FTC

&#x2022;&#xA0; Current Engagement: SLT Standing-Up &amp; Contractor-to-Perm Transition (Fixed-Scope Project)&#x2022;&#xA0; Potential Follow-On: Ongoing Fractional Head of People - Subject to successful delivery of initial scope&#x2022;&#xA0; Location: Remote-first, with in-person sessions as required&#x2022;&#xA0; Start Date: Immediate We are a boutique tech consultancy. We build AI and data engineering solutions for global reinsurers, helping them rebuild systems and processes with a depth of industry domain knowledge that generalist consultancies take years to reach. We have been delivering high-value transformations for five years and continue to scale rapidly.As the business has grown, several senior contractors have reached the tenure and performance level to warrant permanent status, and the founders are standing up a Senior Leadership Team to relieve day-to-day pressure that has begun affecting delivery quality. We need experienced, pragmatic HR input to get both of these right, quickly and fairly. Requirements We are a boutique tech consultancy. We build AI and data engineering solutions for global reinsurers, helping them rebuild systems and processes with a depth of industry domain knowledge that generalist consultancies take years to reach. We have been delivering high-value transformations for five years and continue to scale rapidly.As the business has grown, several senior contractors have reached the tenure and performance level to warrant permanent status, and the founders are standing up a Senior Leadership Team to relieve day-to-day pressure that has begun affecting delivery quality. We need experienced, pragmatic HR input to get both of these right, quickly and fairly. The Role &amp; Engagement StructureWe are seeking a Fractional Head of People who brings practical, hands-on experience negotiating individual comp and title changes, alongside sound judgement on performance and promotion frameworks for a contractor-heavy workforce.Please note: the immediate opportunity is scoped around the items below, tied to the current SLT and contractor-to-perm transition. Ongoing fractional support beyond this will be evaluated following successful delivery. Key Responsibilities: <ul><li>Capability &amp; Capacity Assessment: Conduct an objective, third-party review of current team capacity and the contractor-to-permanent mix, to inform which roles should convert and where gaps remain.</li><li>Contractor vs. Permanent Composition: Advise on the target composition of the workforce, balancing flexibility against the stability and institutional knowledge the business now needs.</li><li>Contractor-to-Perm Hiring Negotiation: Lead negotiations on role titles and compensation for contractors moving to permanent status, sitting between the founders and each individual so these conversations don&apos;t fall to founders directly.</li><li>Contractor Performance Management: Design and advise on a performance management approach for both permanent and contractor staff. For contractors, this must be framed around SOW ownership and output, not line management, given their engagement basis, and should not introduce employment-status risk.</li><li>Advice: Titles &amp; Promotion Criteria: Advise on job titles and promotion criteria across the org, for the first cohort of perm hires. Particular care needed here: the first people promoted will set a precedent, so criteria need to be fair, defensible, and give people somewhere to go next, not a one-off decision made under time pressure. </li></ul>About You &amp; Requirements<ul><li>Consultancy Experience: You&apos;ve worked in or with professional services or consultancy environments before, and understand how that context differs from in-house HR, billable utilisation, project-based teams, and a workforce whose value is measured against client outcomes rather than fixed job descriptions.</li><li>Pragmatic, Not Textbook: You separate legal requirement from operational preference, and you&apos;re comfortable telling us which is which rather than defaulting to the most cautious option in every case.</li><li>Contractor Workforce Experience: You understand the practical realities of a contractor-heavy delivery model, including the IR35 implications of how contractor performance is managed and communicated.</li><li>Direct Negotiation Experience: You&apos;re comfortable having individual comp and title conversations directly with contractors, not just designing the framework for someone else to deliver.</li><li>Promotion Framework Design: You&apos;ve built or advised on career progression criteria before, ideally in a professional services or consultancy environment where title inflation and precedent-setting are live risks. </li></ul>Benefits Fully RemoteOutside IR35

Fractional Head of People - Contractor to Perm Transition

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Acquisition Lead (Non-Tech) based in United Kingdom. This role offers the opportunity to lead and strengthen a recruitment function supporting a growing international organization. You will oversee the full non-technical recruitment lifecycle, from pipeline development through successful hiring and onboarding coordination. A key part of the position is mentoring and developing recruiters while raising standards across the team. You will use recruitment metrics and analytics to monitor performance, identify gaps, and drive continuous improvement. The role combines people leadership, operational ownership, stakeholder management, and hands-on recruitment expertise. You will work closely with candidates, hiring managers, and external partners across a fast-paced FinTech environment. This is a strong opportunity for an experienced recruiter who wants to make a broader impact on both people and recruiting strategy. Accountabilities <ul><li>Lead the recruiting function and help ensure consistently high-quality hiring outcomes across non-technical roles.</li><li>Manage, mentor, and coach recruitment team members, supporting their development, performance, and ability to meet shared objectives.</li><li>Oversee end-to-end recruitment processes, including pipeline management, recruitment workflows, candidate progression, and overall process effectiveness.</li><li>Ensure recruitment activities, deliverables, and team performance remain aligned with established recruitment KPIs.</li><li>Identify opportunities to improve talent acquisition processes, workflows, tools, and practices.</li><li>Monitor recruitment metrics and analytics to assess performance and support data-informed decision-making.</li><li>Build and maintain strong relationships with candidates, hiring managers, and external recruitment partners.</li><li>Help ensure a positive and consistent recruitment experience while maintaining modern recruitment standards and effective stakeholder communication. </li></ul>Requirements <ul><li>3&#x2013;5 years of experience in end-to-end recruitment, with strong knowledge of the full hiring lifecycle.</li><li>Proven experience sourcing and hiring high-quality talent across non-technical functions, particularly areas such as Legal, Finance, and Accounting.</li><li>Strong execution skills, with the ability to take ownership of recruitment activities and deliver measurable results.</li><li>Ability to plan, prioritize, and coordinate multiple recruitment projects and hiring processes simultaneously.</li><li>Strong service-oriented mindset with the ability to establish and maintain positive relationships with candidates and internal stakeholders.</li><li>Proactive, self-driven approach with a strong sense of accountability and responsibility for outcomes.</li><li>Analytical and problem-solving mindset, with a focus on identifying opportunities to improve recruitment processes and effectiveness.</li><li>Strong English communication skills at Upper-Intermediate (B2+) level or higher.</li><li>Experience leading, managing, mentoring, or coaching recruiters is a strong advantage, particularly where this includes improving team performance, supporting individual development, and achieving recruitment KPIs.</li><li>Previous experience working in a fast-paced and international environment is also considered an advantage. </li></ul>Benefits <ul><li>20 paid vacation days per year.</li><li>10 paid sick leave days per year.</li><li>Public holidays according to the approved company holiday calendar.</li><li>Medical insurance.</li><li>Remote work opportunity.</li><li>Professional education budget.</li><li>Language learning budget.</li><li>Wellness budget covering expenses such as gym memberships, sports equipment, and related activities. </li></ul>How Jobgether Works We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role&apos;s core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether? Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Talent Acquisition Lead (Non-Tech)

<div class="content-intro">🚀 We’re on a mission to make money work for everyone.
We’re waving goodbye to the complicated and confusing ways of traditional banking.
After starting as a prepaid card, our product offering has grown a lot in the last 10 years in the UK. As well as&nbsp;<a href="https://monzo.com/current-account/personal">personal</a> and <a href="https://monzo.com/business-banking">business</a> bank accounts, we offer <a href="https://monzo.com/current-account/joint-account">joint accounts</a>, <a href="https://monzo.com/current-account/16-17">accounts for 16-17 year olds</a>, a <a href="https://monzo.com/current-account/under-16s">free kids account</a> and <a href="https://monzo.com/flex">credit cards</a> in the UK, with more exciting things to come beyond. Our UK customers can also <a href="https://monzo.com/savings">save</a>, <a href="https://monzo.com/investments">invest </a>and&nbsp;<a href="https://monzo.com/pensions">combine their pensions</a> with us.&nbsp;
With our hot coral cards and get-paid-early feature, combined with financial education on social media and our award winning customer service, we have a long history of creating magical moments for our customers!
We’re not about selling products - we want to solve problems and change lives through Monzo ❤️
<hr>
&nbsp;</div>📍London/Cardiff/UK Remote | 💰competitive salary + equity + Incentive Awards tied to your performance + <a href="https://monzo.com/careers/">Benefits</a> ✨
Our People team⭐
We call it Monzo Magic. Mission. Action. Growth. Inclusion. Care. It runs through everything that we do and within the People Team it’s how we set Monzo up for success by bringing mission-led people together to do work and banking differently.&nbsp;
We foster a culture that centres on our customers and brings together the best of tech with the best of banking. We empower a diverse, high-performing, innovative and agile workforce in doing the most impactful work of their careers to date.
We’re looking for a visionary and highly strategic leader to shape and lead how we streamline people processes and use technology to leverage the impact and value of our global workforce.&nbsp;
Reporting directly to our VP, Reward &amp; People Operations, this role will own and lead Monzo’s vital people operations pillars: People Technology, People Analytics &amp; Insights, Global Mobility, and People Operations &amp; Payroll. You will partner closely with leadership to build a seamless, data-driven foundation for Monzo’s global workforce.
This is a brilliant time to join Monzo. You will inherit a talented, established group of SMEs at a pivotal transition time for the organisation as we implement our new HRIS (Workday), accelerate the adoption of AI technologies across the organisation, and are expanding the business into Europe.&nbsp;
🔑You’ll play a key role by...
<ul>
<li>You’ll create and champion a multi-year strategy and technical roadmap that aligns with our overall business goals, delivering seamless People processes&nbsp;</li>
<li>You’ll be responsible for setting and driving the AI strategy across the People Team, leading an existing cross team People AI project squad</li>
<li>You’ll be responsible for navigating governance and Executive stakeholder management, enabling the teams to focus on execution&nbsp;</li>
<li>You’ll act as a thought leader, bringing the best industry practices to drive automation, continuous process improvement, leveraging technology to enhance self-service and digital transformation across all people touchpoints, improving the experience for Monzonauts, candidates, and managers</li>
<li>You’ll lead activity to mature our people analytics capabilities, ensuring we have high-quality insights and predictive analytics that help leadership make evidence-based people decisions</li>
<li>You’ll collaborate with your team leads to manage strategic relationships and optimise commercial budgets with external tech vendors and operational partners, ensuring we select, negotiate, and implement the highest-quality solutions for Monzo's scaling needs</li>
<li>You’ll champion and uphold strong governance, control frameworks, and auditable processes across payroll, mobility, and systems to protect the integrity of our data, ensure compliance with localised employment laws, and pass financial audits with flying colours</li>
<li>You’ll oversee the review of Monzo’s global payroll infrastructure and operations</li>
</ul>
<h3>Direct reports:</h3>
<ul>
<li>People Operations &amp; Payroll Lead - lead a team of payroll and people operations associates</li>
<li>Head of People Technology (Systems &amp; Data) - responsible for a team of people systems and data experts, owner of HRIS implementation and our full people systems stack&nbsp;</li>
<li>Global Mobility Lead - leads a team responsible for Monzo’s global mobility and immigration programmes</li>
<li>People Analytics &amp; Insights Specialist - 🆕role (to hire) responsible for delivering enhanced people and performance analytics and insights&nbsp;</li>
</ul>
🤩 We’d love to hear from you if…
<ul>
<li>You’ve got extensive experience designing and leading People Operations and Technology strategies at scale, and you’re just as comfortable moving from high-level organisational design to getting your hands dirty</li>
<li>You know the inner workings of People infrastructure inside and out - from payroll cycles and global mobility frameworks to managing complex enterprise HRIS ecosystems (ideally with direct exposure to Workday implementations or governance) - and you excel at navigating global, matrixed environments</li>
<li>You are a collaborative, consultative leader and expert stakeholder manager, comfortable partnering with our VP and C-suite team to translate complex technical, compliance, or operational challenges into clear, business-focused narratives</li>
<li>You are deeply clued up on GDPR, data privacy laws, localised payroll regulations, and international employment compliance.</li>
<li>And of course, you’re an inspiring, passionate people leader who loves enabling and supporting technical experts and SMEs, fostering continuous development and improved ways of working.</li>
<li>Experience in any of the following systems (desirable, not mandatory): Hibob, Workday, Greenhouse, Lattice, Peakon, Globalshares, Pave, Looker</li>
</ul>
🙌 What’s in it for you
💰 Competitive salary range ➕ Equity ➕ Incentive Awards tied to your performance.
📍This role can be based in our London office, but we're open to distributed working within the UK (with ad hoc meetings in London)&nbsp;
⏰ We offer flexible working hours and trust you to work enough hours to do your job well, and at times that suit you and your team.&nbsp;
📚 £1,000 learning budget each year to use on books, training courses and conferences.
🏡 We will set you up to work from home; all employees are given Macbooks and for fully remote workers we will provide extra support for your work-from-home setup.&nbsp;
➕ Plus lots more! <a href="https://monzo.com/careers/">Read our full list of benefits</a>.
🌈 The application journey has 3 key steps
<ul>
<li>Call with Recruiter</li>
<li>Initial Call with Hiring Manager</li>
<li>3 Loop Interviews </li>
</ul>
We have some guidelines on using Artificial Intelligence (AI) to ace an application and interview at Monzo. <a href="https://monzo.com/blog/the-ultimate-guide-on-using-ai-to-ace-an-interview-at-monzo">You can read them here.</a>
We’ll only close this role once we have enough applications for the next stage. Please submit your application as soon as possible to make sure you don’t miss out.&nbsp;
#LI-DH1 #LI-REMOTE<div class="content-conclusion"><hr>
Equal opportunities for everyone
Diversity and inclusion are a priority for us and we’re making sure we have lots of support for all of our people to grow at Monzo. At Monzo, we’re embracing diversity by fostering an inclusive environment for all people to do the best work of their lives with us. This is integral to our mission of making money work for everyone. You can read more in our <a href="https://monzo.com/blog/diversity-and-inclusion">blog</a>, 2026 <a href="https://monzo.com/blog/our-2026-diversity-and-inclusion-report" target="_blank">Diversity and Inclusion Report</a> and 2025 <a href="https://monzo.com/blog/gender-pay-gap-report-2025">Gender Pay Gap Report.</a>
We’re an equal opportunity employer. All applicants will be considered for employment without attention to age, ethnicity, religion, sex, sexual orientation, gender identity, family or parental status, national origin, or veteran, neurodiversity or disability status.
If you have a preferred name, please use it to apply. We don't need full or birth names at application stage 😊</div>

Senior Director of People Operations

Closing date: Friday, 18th of September
*remote working role* 
Must be based within Northern Ireland.  
 About Axiom: 
Axiom, a leading global marketplace for on-demand corporate legal talent, is leading the revolution of who does the work in the legal industry. The Axiom model disrupts the traditional allocation of work to law firms and in-house teams. By matching highly credentialed lawyers with legal work across industries and practice areas, Axiom enables clients to become more agile and efficient, and empowers lawyers to pursue more of the work they love. Axiom serves over half the Fortune 100 with offerings that combine flexible talent, technology, and know-how in the business of law.  
  
About the role:  
Axiom is seeking a HRBP to join our global People team. At Axiom, HRBPs, known as Talent Partners, are responsible for bringing out the best in our people and helping the business deliver results and growth in a values-driven way. Based in Belfast, this role will work alongside the business to develop policy implementation, support best practices, coach managers and team members alike, and you’ll be a key player in people development across the company. Reporting to the Global Talent Partner Lead, you’ll partner with other Talent Partners and directly with our business leaders and their teams based in our International Offices (in the UK, Asia and Australia) with the opportunity to solve complex problems and impact our people strategy all while creating meaningful and lasting relationships. You will also build key relationships within the Axiom People Team, working with colleagues in our Compensation &amp; Benefits, Recruitment, People Development, and HRIS teams, being part of a collaborative and people-centric function.  
  
Responsibilities:  
<ul>
<li>Partner directly with managers and leaders advising and pro-actively anticipating their people needs including rolling out organisational structures, providing counsel on performance management, advising on complex people issues, providing compensation and recognition recommendations, and overall, operating as the key thought partner on all things people.  </li>
</ul>
<ul>
<li>Be accountable for the team member experience from hire to retire including scoping job roles with management, ongoing career development and coaching, running our bi-annual feedback and development processes for your functions (including promotion process), partnering on improvement implementation following engagement surveys, analysing exit and attrition trends to create proactive solutions and owning people compliance within your business area.   </li>
</ul>
<ul>
<li>Own the successful resolution of employee relations issues by providing counsel and direction for cyclical and ad hoc performance management and operating as an advisor to team members on their development and career goals at Axiom.  </li>
</ul>
<ul>
<li>Empower and upskill Managers, acting as a point of contact for HR issues &amp; using judgment regarding escalating issues and asking for assistance.  </li>
</ul>
<ul>
<li>Help develop and implement strong diversity and inclusion practices across the business.    </li>
</ul>
<ul>
<li>Collaborate cross-functionally with internal teams and oversee insights based, output orientated project work to ensure cohesive delivery of HR programs and services to the wider business.   </li>
</ul>
  
About you: 
You are adaptable, authentic, accountable, and values-driven. You’re a team player who always gives their best and inspires others to do the same.   
This role requires curiosity, resourcefulness, analytical thinking, proactivity and collaboration.   
 In addition to the above, here are the required skills, knowledge, capabilities, and education for this role:   
 Essential Criterial:  
<ul>
<li>5+ years of experience working in a HR Business Partner role with experience across some of the following HR disciplines: employee relations, recruitment, performance management, employment law, compensation practices or organisational design.  </li>
</ul>
<ul>
<li>Working knowledge of UK employment legislation. </li>
</ul>
<ul>
<li>Experience working with global teams. </li>
</ul>
<ul>
<li>Excellent communication skills and demonstrated ability to build credibility with all levels within an organisation. </li>
</ul>
<ul>
<li>Able to use and interpret data and apply a data-driven approach to decision making. </li>
</ul>
<ul>
<li>Ability to operate in a fast-paced environment, which includes multi-tasking and the ability to quickly turn-around and deliver outcomes.  </li>
</ul>
<ul>
<li>Meticulous organisational and planning skills. </li>
</ul>
 Desirable Criteria:  
<ul>
<li>Experience working with teams in APAC. </li>
</ul>
<ul>
<li>Experience using HR / Talent Management Systems (e.g. Workday, Culture Amp) .   </li>
</ul>
Our People Reflect Our Values! We are: 
<ul>
<li>Innovative: We generate new, creative, and disruptive ideas to change the status quo in their fields </li>
</ul>
<ul>
<li>Performance Oriented: We possess an unbelievable work ethic and unwavering commitment to quality </li>
</ul>
<ul>
<li>Cross-functionally collaborative: We bring others together, creating strong relationships across lines of difference </li>
</ul>
<ul>
<li>Data &amp; Fact Based: We seek to understand and learn from information and perspectives everywhere </li>
</ul>
<ul>
<li>Customer First: We aim to delight our clients and legal talent at every opportunity </li>
</ul>
Accommodation for Individuals with Disabilities: Upon request and consistent with applicable laws, Axiom will attempt to provide reasonable accommodations for individuals with disabilities who require an accommodation to participate in the application process. To request an accommodation to complete the application form, please contact us at <a href="mailto:benefits@axiomlaw.com" rel="nofollow ugc noopener" target="_blank">benefits@axiomlaw.com</a> and include “Applicant Accommodation” in the subject line.

Manager, Talent Partner (HR Business Partner)  - Belfast Remote

Our Mission Money sitting idle is money lost. We&apos;re fixing that. Founded in 2023 by Antoine and Paul-Adrien, Spiko gives businesses, non-profits, financial advisers, and fintechs access to institutional-grade cash management, via app or API. We are building the full infrastructure: issuing, operating, and distributing the products ourselves. Two years after launch, we serve thousands of organizations across Europe and process hundreds of millions of euros in flows every month. Netherlands is one of our priority markets for the next phase of growth. Our ambition: become the world&apos;s leading treasury management infrastructure in a market worth trillions. We are backed by Index Ventures, the CEO of Revolut, the founder of Kyriba, and the CTO of Wise. Spiko runs on excellence, transparency, and straight talk. The role: Talent Acquisition Manager As our Talent Acquisition Manager, you&apos;ll own hiring across the business, partnering closely with all our functions as we scale. Reporting to the Head of People &amp; Talent, you&apos;ll act as a true headhunter, not just a process manager, going out and finding the talent that will define Spiko&apos;s next stage of growth. Success looks like building a sourcing engine and candidate experience strong enough to consistently win top talent across engineering, product, and beyond in a competitive market. Key Responsibilities Sourcing &amp; Headhunting <ul><li>Proactively source and approach passive candidates across the business</li><li>Build and maintain a strong talent pipeline ahead of need, not just reactively to open roles</li><li>Bring real headhunting rigor: market mapping, targeted outreach, and a sharp read on what makes candidates move </li></ul>Hiring Process &amp; Candidate Experience <ul><li>Own the full-cycle recruitment process from calibration with hiring managers to offer</li><li>Design and run structured, fast-moving interview processes that reflect Spiko&apos;s pace and standards</li><li>Ensure every candidate, hired or not, has an excellent experience with Spiko </li></ul>Partnering with Hiring Managers &amp; Founders <ul><li>Run tight calibration loops with hiring managers and founders on job descriptions, scorecards, and candidate profiles</li><li>Provide market insights (comp benchmarks, talent pool sizing, sourcing strategy) to inform hiring decisions</li><li>Act as a trusted advisor to hiring managers, not just an order-taker </li></ul>Process &amp; Continuous Improvement <ul><li>Track and report on pipeline health, time-to-hire, and sourcing channel performance</li><li>Identify bottlenecks and suggest concrete improvements to how Spiko hires</li><li>Help build scalable Talent Acquisition processes and tools as the company grows </li></ul>Who we&apos;re looking for Requirements (must-haves): <ul><li>4+ years of experience in Talent Acquisition, with genuine headhunting experience (direct sourcing, market mapping, cold outreach), not only inbound/agency-fed recruitment</li><li>Proven track record hiring for start-ups</li><li>Excellent English skills, both written and spoken (French is a plus but not required)</li><li>Comfortable operating in a fast-moving, ambiguous, early-stage startup environment</li><li>Strong stakeholder management skills, able to challenge and align hiring managers and founders</li><li>A sharp, data-informed approach to recruitment (pipeline metrics, sourcing channel performance)</li><li>High ownership mindset and bias for action </li></ul>Nice to have: <ul><li>Experience in a top-tier, high-growth startup or scale-up</li><li>Experience hiring in fintech</li><li>Experience building or improving TA processes and tools from scratch </li></ul>What We Offer <ul><li>&#x1F4CD; Offices: in central Paris &amp; London</li><li>&#x1F3E1; Remote work: up to 2 days per week and one full remote week per month</li><li>&#x1F4BB; The best tech for your job: latest-generation laptops and industry-leading software</li><li>&#x1F3E5; Health insurance: 100% covered by Spiko</li><li>&#x1F4B3; Monthly Budget to cover different perks of choice</li><li>&#x1F465; Referral Bonus</li><li>&#x1F38A; Social life: regular afterworks and biannual offsites </li></ul>Our hiring process <ul><li>Screening Interview - 30 mins with Nathalie, Talent Acquisition</li><li>Hiring Manager interview - 30 mins with Agn&#xE8;s, Head of HR &amp; Talent</li><li>Business Case: To work on at home and present online or in person</li><li>Final in-person Interviews with the Founders</li><li>Reference Check: we&apos;ll reach out to your references to gather further insights</li><li>Offer &#x1F389; </li></ul>If something here doesn&apos;t match your r&#xE9;sum&#xE9; perfectly but you believe you&apos;d thrive in this role, apply anyway. Tell us why.

Talent Acquisition Manager - GTM & Supporting Functions

Candidate Resourcing &amp; Operations Manager. &#xA3;30,000&#x2013;&#xA3;40,000 + Commission + Benefits. Fully remote with London travel approx. 3&#x2013;4 times per month. 9-5:30- Mon-Friday. An exciting opportunity to join a boutique recruitment consultancy working across professional services and high-performing businesses. The company is entering a significant period of growth, with plans to expand both in the UK and globally. For the right person, there is real potential for this role to grow operationally and evolve into a much broader position as the business expands. Working closely with the Founder and consultant team, you will play a central role in growing and managing the candidate community, identifying and engaging exceptional EA talent and supporting the delivery of live client briefs. The Role<ul><li>Resourcing across live briefs, identifying and engaging strong talent from the existing network and wider market</li><li>Managing and qualifying incoming candidates across applications, WhatsApp and LinkedIn</li><li>Running targeted database and LinkedIn Recruiter searches and proactively headhunting passive candidates</li><li>Onboarding successful candidates onto the CRM and candidate community</li><li>Maintaining accurate, current candidate data and proactively re-engaging existing talent</li><li>Managing job boards and live vacancies</li><li>Providing day-to-day operational support to the Founder and wider team</li><li>Occasional support with community events and London-based meetings</li></ul> About You<ul><li>Previous recruitment, resourcing or talent acquisition experience</li><li>A strong eye for candidate calibre and fit</li><li>Confident with LinkedIn Recruiter, CRMs and job boards</li><li>AI-literate and confident using technology to improve efficiency</li><li>Highly organised, able to work at pace and exceptionally detail-focused</li><li>Polished, warm and credible with excellent communication skills</li><li>Self-sufficient and comfortable working remotely</li><li>A good understanding of professional services</li></ul> Package<ul><li>&#xA3;30,000&#x2013;&#xA3;40,000 DOE + commission</li><li>Fully remote with London travel approximately 3&#x2013;4 times per month.</li><li>25 days&apos; holiday + Christmas shutdown+ work from anywhere during August.</li><li>Private medical and dental healthcare.</li><li>Laptop and mobile provided.</li></ul>

Resourcer and Operations Manager

People &amp; Culture Manager &#x2013; 12-Month Maternity CoverLocation: Remote (UK-based)Reporting to: Chief Operations OfficerContract: 12-month fixed-term contractStart date: Approx. November 2026 About Aveni Aveni is redefining how financial institutions use AI. We build real, production-ready agentic systems that reshape how banks, advisers and financial services firms operate, replacing fragmented processes with intelligent, end-to-end workflows.We&#x2019;ve been recognised as Fintech of the Year for two consecutive years and awarded Best Specialist Technology Service at the Professional Adviser Awards 2025. Backed by leading investors including Puma Private Equity, and commercially supported by Lloyds Banking Group and Nationwide Building Society, we previously completed one of Scotland&#x2019;s largest Series A rounds.Since then, we&#x2019;ve continued to grow rapidly as adoption of AI in financial services accelerates, and we&#x2019;re scaling our team to meet that demand. The Role We&#x2019;re looking for an experienced People &amp; Culture Manager to join Aveni on a 12-month fixed-term contract, covering maternity leave.This is a broad, hands-on role with ownership across the full employee lifecycle. You&#x2019;ll keep our day-to-day People function running smoothly, support employees and managers, oversee our core HR processes and systems, manage our small recruitment team, and continue the delivery of our existing People roadmap.Aveni is a fast-moving, remote-first AI business where priorities can change quickly. You&#x2019;ll therefore need to be proactive, pragmatic and comfortable taking ownership, balancing BAU HR with projects and adapting your approach as the business evolves.An investment round is likely during this period, so experience supporting a business through investment, due diligence and associated People requirements would be particularly valuable.There is also potential for the contract to be extended beyond the initial 12 months, subject to business requirements. What You&#x2019;ll Be Doing <ul><li>Own day-to-day HR: Manage the full employee lifecycle, from onboarding through to offboarding, alongside employee relations, absence and other day-to-day People matters.</li><li>Manage performance and probation: Keep probation and performance management processes running effectively, supporting managers with feedback, performance conversations, development and appropriate next steps.</li><li>Support our managers: Be a trusted People partner, providing practical HR guidance and coaching to managers and senior stakeholders.</li><li>Keep us compliant: Stay ahead of UK employment law and regulatory changes, ensuring our policies, processes and manager guidance remain current and effective.</li><li>Strengthen our culture: Drive engagement and find creative ways to strengthen connection and cross-functional collaboration across our remote-first team.</li><li>Manage core People operations: Oversee HiBob, payroll alongside Finance and our external provider, benefits, remuneration, employee records and People reporting.</li><li>Oversee Talent Acquisition: Manage and support our small recruitment team, recruitment budget and processes, including Ashby.</li><li>Deliver and improve: Execute our People roadmap, manage operational People risks and lead practical improvements to our HR processes and employee experience.</li><li>Explore AI in HR: Identify practical and creative opportunities to use AI to make our People processes more efficient and effective.</li><li>Support business growth: Work closely with the COO and Finance on headcount planning and workforce budgeting, alongside supporting People-related requirements for a potential investment round.</li></ul> What We&#x2019;re Looking For You&#x2019;ll be an experienced HR generalist who is comfortable operating independently across a broad People remit. You&#x2019;ll combine strong HR knowledge with practical judgement, empathy and the confidence to work with stakeholders at all levels.You&#x2019;ll bring:<ul><li>Strong generalist HR experience within a fast-paced, changing environment.</li><li>Hands-on experience managing the full employee lifecycle and employee relations.</li><li>Strong working knowledge of UK employment law and HR best practice.</li><li>Experience supporting managers with probation, absence and performance management.</li><li>Confidence advising and coaching managers and senior stakeholders.</li><li>Experience managing core HR operations, including HR systems, payroll, benefits and employee records.</li><li>Experience delivering employee engagement, culture or HR improvement initiatives.</li><li>A proactive, organised approach and the ability to manage competing priorities independently.</li><li>Sound judgement and a practical, solutions-focused approach to complex People situations.</li><li>Comfort working with ambiguity and adapting when business priorities change.</li><li>An empathetic and approachable style, balanced with commercial awareness and the needs of the business.</li><li>Curiosity about technology and how AI can improve HR processes and ways of working.</li><li>CIPD Level 5 or 7, or equivalent relevant HR experience.</li></ul>Experience within a start-up or scaling business, technology, SaaS, AI or financial services would be particularly valuable, as would experience working in a remote-first culture.Experience with HiBob, Ashby, IR35 or People-related investment due diligence would also be advantageous. Why This Role Is Different This isn&#x2019;t a role where you&#x2019;ll be working within a large HR function or waiting for someone else to set the direction. You&#x2019;ll have:<ul><li>Broad ownership across Aveni&#x2019;s People function.</li><li>Real autonomy in a fast-moving and evolving business.</li><li>The opportunity to work closely with managers, founders and our Senior Leadership Team.</li><li>Scope to strengthen our remote culture and cross-functional collaboration.</li><li>The freedom to bring creativity and AI into our HR processes.</li><li>Exposure to an exciting period of growth and potential investment.</li></ul>We&#x2019;re looking for someone who enjoys spotting what could work better and then making it happen. Benefits at Aveni &#x2013; What You&#x2019;ll Love <ul><li>Remote-first across the UK, with regular off-sites and in-person gatherings.</li><li>Work abroad policy.</li><li>Co-working spaces available.</li><li>34 days&#x2019; holiday, including flexible bank holidays, plus your birthday off.</li><li>Company-wide off-sites.</li><li>Optional Personal Development Plan.</li><li>Flexible benefits platform.</li><li>Life Insurance, Income Protection and Critical Illness cover.</li><li>Pension with up to 5% matched employer contribution, with the option to increase contributions.</li><li>Private health and dental care.</li><li>Enhanced family leave.</li></ul> Join Us in Making a Difference At Aveni, we believe that diversity drives innovation. We&#x2019;ve built our business to ensure an inclusive workplace where everyone feels valued and empowered to contribute their best work.If you&#x2019;re passionate about people, technology and the opportunity to help a growing AI business thrive, we&#x2019;d love to hear from you.Even if you don&#x2019;t meet 100% of the requirements, we&#x2019;d still like to hear from you if you believe you&#x2019;d be a great fit.Apply now to join us on our mission to transform the financial services industry through AI.

People & Culture Manager

Head of People &amp; Culture <ul><li>Fully remote with fortnightly travel or as required to a location just outside of Leeds</li><li>Salary dependent on experience</li></ul> A leading and fast-growing SME is partnering with us to recruit a Head of People &amp; Culture to join their Senior Leadership Team. This is a newly created opportunity for an experienced HR / People professional to take ownership of the people agenda and play a key role in supporting the business through its next stage of growth. Working closely with the Founders / CEO, you&#x2019;ll act as a trusted adviser on all people-related matters, providing senior-level guidance while taking ownership of culture, employee experience, performance and people strategy across the business. This is a genuinely hands-on role within an entrepreneurial environment. The successful candidate will need to be comfortable rolling up their sleeves, getting involved and making things happen, while bringing greater structure, consistency and best practice to the people function as the business continues to grow. The role offers significant autonomy and the opportunity to shape the position around your experience, with the chance to have a real influence on the culture, people strategy and future direction of the organisation. Key Responsibilities of the Head of People &amp; Culture: People Strategy &amp; Leadership<ul><li>Lead the people and culture function, working closely with the Founders / CEO and as part of the Senior Leadership Team.</li><li>Act as a trusted partner and sounding board to the Founders / CEO, taking ownership of people-related issues and providing pragmatic, commercially focused advice.</li><li>Develop and implement the people strategy in line with the wider business objectives and future growth plans.</li><li>Introduce greater structure, consistency and best practice across the people function without creating an overly corporate environment.</li><li>Provide senior-level support and guidance on complex and sensitive employee matters, using strong emotional intelligence and sound judgement.</li></ul> Culture, Engagement &amp; Employee Experience<ul><li>Take ownership of company culture, employee experience, engagement and team cohesion.</li><li>Help shape and embed the organisation&#x2019;s values, culture and ways of working.</li><li>Act as a visible, approachable and trusted point of contact for employees across the business.</li><li>Lead on employee engagement initiatives, team events and internal programmes that create a positive and memorable employee experience.</li><li>Identify opportunities to strengthen retention, engagement and overall employee satisfaction.</li></ul> Performance &amp; People Development<ul><li>Drive a consistent and effective approach to performance management across the organisation.</li><li>Support managers and senior leaders with people management, coaching and development.</li><li>Identify opportunities to develop talent and strengthen the capability of teams as the business grows.</li><li>Ensure the employee experience continues to evolve alongside the organisation&#x2019;s growth.</li></ul> HR Partnership &amp; Business Growth<ul><li>Work closely with the existing HR Manager, who is responsible for HR administration, payroll, onboarding, policies and legal / compliance.</li><li>Partner with the leadership team on organisational development and people-related projects.</li><li>Proactively identify people challenges and opportunities, taking ownership of solutions from conception through to implementation.</li><li>Support the business through its next stage of growth, ensuring people strategy, culture and capability remain aligned with business objectives.</li></ul> Key Requirements for the Head of People &amp; Culture:<ul><li>Proven experience within a senior HR, People or People &amp; Culture position, ideally within a fast-growing SME or entrepreneurial environment.</li><li>Strong understanding of people strategy, culture, employee engagement and performance, preferably with this experience gained within a remote first business.</li><li>Demonstrable experience working directly with Founders, CEOs and senior leadership teams.</li><li>Strong employee relations experience, with the confidence and emotional intelligence to manage complex and sensitive situations.</li><li>A proactive, hands-on approach, with the ability to identify what needs doing and take ownership without being asked.</li><li>Ability to introduce structure, process and best practice while maintaining a flexible, entrepreneurial culture.</li><li>Excellent communication, influencing and stakeholder management skills.</li><li>Commercially minded, pragmatic and confident operating at both strategic and operational levels.</li><li>Genuine passion for people and creating a positive, high-performing working environment.</li><li>Experience supporting a business through a period of growth and organisational change would be highly advantageous </li><li>CIPD qualification or equivalent professional experience would be advantageous.</li></ul> If you&apos;re an experienced HR professional who enjoys working across a broad generalist remit and wants to make a genuine impact within a growing organisation, we&apos;d love to hear from you. If you are interested in this Head of People &amp; Culture position and feel your experience matches the criteria, then please apply now for immediate consideration or for more information please contact Kerry Norman. Medlock Partners are a professional services recruitment specialist. We are proud to be an equal opportunities employer and encourage applications from candidates of all backgrounds and circumstances, including minorities and those with disabilities. Please note our advertisements use years&apos; experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. If you do not hear from us within 48 hours please assume that your application has been unsuccessful on this occasion.

Head of People & Culture

About This Role Work where it matters most, achieve what matters more Be part of a team where passion meets purpose, as we work together where the challenge is greatest to change the lives and build the futures of children and young people. We are excited to share an opportunity to join our people team as a Regional People Partner for our academies in our East of England region for a fixed term period until 31 August 2027. This role is a remote working role, which primarily supports schools based in the East of England, this brings the requirement that you live within easy travel distance of these schools based in Norwich, Ipswich and across Eastern coastal regions. You can find our network map and more information about our academies here Network Map. We&#x2019;re looking for a confident, organised and reliable HR leader to deliver a proactive, expert and professional HR service to a group of academies, as well as work with the people partnering team on a range of HR projects. You will lead on a range of employee relations issues and casework ensuring they are resolved at the earliest opportunity and in the best way possible for staff and the organisation. You&#x2019;ll support organisational and cultural change to align with the organisational strategy, including TUPE transfers. Working closely with your defined client groups and Trust central teams, you will undertake people planning and strategic people partnering to deliver our strategy. About Ormiston Academies Trust Our vision is to create a school system where every child thrives, regardless of background. Our people are at the heart of our approach &#x2013; they are our greatest asset. We exist to provide the best learning opportunities every day, in every school for every child. It is the people and teams in our Trust who make this a reality and ensure we have the greatest impact. If you join us at Ormiston, whatever your role, you can be sure of a role with purpose and meaning. Ormiston, where every member of staff enjoys&#x2026; <ul><li>The opportunity to build on the legacy of those who came before &#x2013; being part of one of the longest standing Trusts, created with the sole purpose of enabling children and young people to thrive </li><li>Working for a Trust nationally recognised for its impact on disadvantaged children &#x2013; a rewarding, stimulating career where staff are challenged to be the best they can be, for the pupils we are proud to serve </li><li>Being part of a team and community where you belong &#x2013; receiving bespoke and holistic support from a well-resourced and ambitious network of experts and professionals that work at the heart of communities </li><li>A supportive environment to grow your career &#x2013; an extensive professional development programme, alongside flexible working arrangements and generous benefits </li></ul>About You We are looking for a candidate with strong generalist HR experience ideally within a multi academy trust, the education or public sector. You will be CIPD qualified or with equivalent experience and a willingness to develop further. You will be experienced in managing complex casework and high-level employee relations issues with the ability to manage multiple streams of work and conflicting priorities to meet deadlines. Ideally you will have excellent knowledge of UK employment law and HR best practice and experience. Familiarity with the Green Book and Burgundy Book frameworks, and their application within education settings, will support you to effectively navigate the unique challenges of HR in education. However, candidates without education experience are welcome to apply. Essentially, you will have the ability to develop strong relationships with internal and external stakeholders, and communicate effectively to provide advice and guidance to become a trusted strategic partner. If you are passionate about making a difference and are ready to work in a challenging yet rewarding environment, we would love to hear from you. Benefits That Care For You We value your hard work and dedication, and we&#x2019;re committed to ensuring you feel supported, both professionally and personally so that you are in the best position to make the most impact for the children and young people in our schools. When you join us at Ormiston, you can be certain that your work will have purpose and meaning. You can also expect robust and holistic support from us to enable you to excel in your role. You will have access to an attractive benefits package including: <ul><li>30 days annual leave (rising to 32 days after 5 years&#x2019; service)</li><li>Generous pension and life cover</li><li>Access to health and well-being programmes, including counselling service.</li><li>Discounts on retail, travel, and leisure through our benefits platform. </li><li>Free and confidential legal, tax and health 24/7 helpline.</li><li>Cycle to work scheme.</li><li>Automatic pay progression.</li><li>Flexible working arrangements. </li></ul>And much more as part of a leading multi-academy trust. If you have any questions about the role please contact our recruitment team at recruitment@ormistonacademies.co.uk. Please apply before the closing date advertised, early applications are encouraged as we reserve the right to close the vacancy early should a suitable candidate be found.

Regional People Partner
EDV/2026/OAT/22286

At Bending Spoons, we&#x2019;re striving to build one of the all-time great companies. A company that serves a huge number of customers. A company where team members grow to their full potential. A company that functions at unparalleled levels of effectiveness and efficiency. A company that creates value for shareowners at an extraordinary rate. And a company that does so while adhering to high ethical standards. In pursuit of this objective, we acquire and improve digital businesses, not to sell on, but to own and operate for the long term. The transformations we make are often deep&#x2014;designed to speed up innovation, benefit customers, and strengthen business performance. Here, hierarchy is minimal and teams are small and talent-dense. We operate established products with the ambition, agility, and urgency of a startup. Across the company, we integrate AI deeply into how we work so that human judgment and machine intelligence reinforce each other. For a talented, driven, and collaborative individual, working at Bending Spoons is an opportunity to learn, make an impact, and progress their career at an exceptionally high rate. That&#x2019;s our promise to such a candidate. We close on acquisitions, restructure legal entities, and harmonize workforces across jurisdictions&#x2014;often simultaneously, and always at pace. Every business we acquire comes with its own employment framework and organizational complexities&#x2014;none with a ready-made playbook. You&#x2019;ll spend far more time navigating new challenges than following established routines, and the situations you&#x2019;ll face will regularly demand judgment over process. If figuring it out as you go sounds more exciting than daunting, this is the right place for you. A few examples of your responsibilities<ul><li>Support new office launches by coordinating the administrative workstream, conducting due diligence on local requirements, and building and maintaining the administrative blueprint.</li><li>Steer the people side of extraordinary administrative operations including new business acquisitions, internal reorganizations, legal restructuring, and share option plans.</li><li>Stay up to date with workplace international laws and regulations, ensuring compliance and effective enforcement across our organizations, also in collaboration with external consultants.</li><li>Work cross-functionally to develop and implement exceptional employee welfare and benefits initiatives.</li><li>Manage job offers, onboarding, and offboarding end-to-end&#x2014;from negotiation and visa support to administrative updates&#x2014;ensuring outstanding experiences while streamlining workflows through automation and AI-enabled tools. </li></ul>What we look for<ul><li>Reasoning ability. Given the necessary knowledge, you can solve complex problems. You think from first principles, and structure your ideas sharply. You resist the influence of biases. You identify and take care of the details that matter.</li><li>Drive. You&#x2019;re extremely ambitious in everything you do&#x2014;and your initiative, effort, and tenacity match the intensity of your ambition. You feel deeply responsible for your work. You hold yourself to a high&#x2014;and rising&#x2014;bar.</li><li>Team spirit. You give generously and without the expectation of receiving in return. You support the best idea, not your idea. You&apos;re always happy to get your hands dirty to help your team. You&#x2019;re reliable, honest, and transparent.</li><li>Proficiency in English. You read, write, and speak proficiently in English. </li></ul>What we offer<ul><li>Incredibly talented, entrepreneurial teams. You&#x2019;ll work in small, result-oriented, autonomous teams alongside some of the brightest people in your field.</li><li>An exceptional opportunity for growth. We go to great lengths to hire individuals of outstanding potential&#x2014;then, our priority is to put them in the ideal position to thrive. Spooners in their 20s lead products worth hundreds of millions of dollars. And if you&#x2019;ve got what it takes, you&#x2019;ll soon be playing an essential role in major projects, too.</li><li>All. These. Benefits. Flexible hours, remote working, unlimited backing for learning and training, top-of-the-market health insurance, a rich relocation package, generous parental support, and a yearly retreat to a stunning location. We help each Spooner set up the conditions to do their best work.</li><li>Competitive pay and access to company equity at a discount. Typical annual salary offers range from &#xA3;56,345 to &#xA3;85,797 in London and from &#x20AC;54,346 to &#x20AC;82,557 elsewhere in Europe. The lower end of these ranges applies to candidates with little or no relevant experience, while exceptionally experienced candidates may receive offers of up to &#xA3;196,764 in London or &#x20AC;188,848 elsewhere in Europe. Candidates offered a permanent contract may choose to receive part of their compensation in discounted company equity. </li></ul>Commitment &amp; contract Permanent or fixed-term. Full-time. Location Milan (Italy), London (UK), Madrid (Spain), Warsaw (Poland), or fully remote from eligible countries. The selection process In our screening process, we prioritize verifiable signals of excellence, regardless of seniority. There are no preferential paths beyond what your application demonstrates, and we evaluate every candidate through the same process. Some people hold back because they feel they lack experience or have an &#x201C;imperfect&#x201D; CV. If you like the role and believe you could excel over time, don&#x2019;t self-reject. All applications go through our careers page, which is the only way to be considered. If you pass our screening, you&#x2019;ll be asked to complete one or more tests. They are challenging, may involve unfamiliar problems, and can take several hours. To learn more about what to expect throughout the selection process, you can find additional information here. We set the bar high and won&#x2019;t extend an offer until we&#x2019;re confident we&#x2019;ve found the right candidate. This is why a job may remain open for months or be reposted several times. We consider all applicants for employment and provide reasonable accommodations for individuals with disabilities&#x2014;please let us know through this form. Before you apply If you&#x2019;ve applied before but didn&apos;t receive an offer, we recommend waiting at least one year before applying again. Bending Spoons is a demanding environment. We&#x2019;re extremely ambitious and we hold ourselves&#x2014;and one another&#x2014;to a high standard. While this tends to lead to extraordinary learning, achievement, and career growth, it also requires significant commitment. To help you ramp up quickly and set yourself up for success, we expect you to spend most days in our Milan office during your first few months with us, regardless of your long-term work location. It&#x2019;s the best way to rapidly absorb our company culture and build trust with your new teammates. We&#x2019;ll support you with generous travel and accommodation assistance. After that, you&#x2019;re welcome to work from one of our offices, or remotely from approved countries&#x2014;depending on what we agree at the offer stage. If the role speaks to you and you&#x2019;re excited to give your best, we&#x2019;d love to hear from you. Apply now&#x2014;we can&#x2019;t wait to meet you.

People administration manager

People Services Manager Reports to: Head of People OperationsLocation: West London (with flexible working available)Contract: PermanentPattern: Full Time (standard hours 9am &#x2013; 5.30pm)Closing date: 20/09/20261st round interviews (virtual): w/c 28/09/20262nd round interviews (in-person): w/c 05/10/2026Salary: &#xA3;60,000 to &#xA3;64,000 (depending on experience) About The RoleThe People Services Manager will lead the delivery of high-quality first-line People services across onboarding, benefits administration, employee changes, and offboarding. You will manage and develop a growing team, currently two People Officers and a temporary role, to provide a responsive, accurate and values-led employee experience. Within this role you will also ensure that People policies and processes are applied consistently, with a strong focus on service standards, compliance, data quality and continuous improvement. The People Operations team provides a network-wide service covering Ark network teams, Ark and Ark UK Programmes, Ark Start nurseries and 48 schools. Within this wider team you will lead the Service Desk for the Ark network, Ark entities and a defined group of centrally paid employees working in schools. The People Services Manager will work collaboratively with colleagues across the People Directorate to improve service delivery, strengthen processes and ensure People Operations works effectively with specialist internal stakeholders. This is an exciting opportunity to join the People Operations team at Ark as we roll out our new HR and Payroll system, iTrent, across the Ark network and entities. The People Services Manager will help shape improved ways of working and strengthen the employee experience delivered through People Services. Key Responsibilities:<ul><li>Lead and develop the People Service Desk to deliver comprehensive services, including the line management and development of People Officers, currently two plus a temporary position within the team</li><li>Manage and improve key people processes, such as onboarding, benefits administration, monthly payroll, pensions, contractual changes, and offboarding of leavers</li><li>Ensure compliance by working with the People Governance Lead on employment law, company policies, GDPR and other regulatory requirements, updating procedures and practices as needed taking accountability for compliant processing of employment activity</li><li>Manage the ticketing system, developing its use to meet service level agreements, improve employee experience, and identify opportunities for process improvement and automation</li><li>Collaborate with People leaders and other departments to align HR services with overall strategy and business goals</li><li>Utilise HR metrics and data analysis to inform decision-making, improve HR services and data quality, and manage HR system operations</li><li>Drive initiatives that contribute to long-term operational excellence, including process reviews and changes</li></ul> Key Requirements:<ul><li>Right to work in the UK</li><li>CIPD Level 5 or equivalent experience</li><li>Proven experience improving HR processes and systems, both directly and through managing others</li><li>Experience managing, coaching, and developing a team in a high-volume service environment, with the ability to set standards, support delivery and build capability</li><li>Strong record of accomplishment of working in a fast-paced demanding HR function</li><li>Have led/managed a customer experience related service</li><li>Excellent written, and verbal communication skills</li><li>Strong commitment to customer service and utilising problem-solving skills</li><li>Strong understanding and practical application of payroll and pensions processes</li><li>Strong commitment to customer service and utilising problem-solving skills</li><li>Strong understanding and practical application of payroll and pensions processes</li><li>Experience of applying data protection principles and GDPR requirements, ensuring compliance in management of employee data</li><li>Ability to build and maintain strong working relationships across stakeholder groups</li><li>High attention to detail to improve and develop HR processes and procedures</li></ul> Benefits:<ul><li>Our flexible working model offers the best of both worlds, balancing in person collaboration, either in our state of the art West London office or through visits to our schools, with the flexibility of remote working.</li><li>In addition to flexible working arrangements, employees can request to work fully remotely for up to 10 working days a year, whether this be in the UK or abroad.</li><li>Our flexitime policy allows you to work your hours around our core hours of 10.00 - 16.00, helping you prioritise your work-life balance and personal commitments.</li><li>27 days annual leave plus bank holidays, rising with each year of service up to 30 days after 3-years&#x2019; service. This entitlement is pro rata for part time employees. This entitlement excludes bank holidays.</li><li>Full office closure between Christmas and New Year.</li><li>As an Ark employee, you will have the opportunity to be part of the TPT (The Pension Trust) scheme, our workplace pension scheme where we make an 11% contribution; you are not required to contribute towards this scheme unless you choose to. Depending on your role you may also be entitled to LGPS which is a defined benefit scheme where you contribute a percentage based on how much you earn (as do we) in exchange for a guaranteed amount in your pension pot every year.</li><li>Access to high-quality professional learning throughout your career, offering both face-to-face sessions and a bespoke online learning platform.</li><li>Access to Ark Rewards scheme offering savings from over 3,000 major retailers, interest-free loans available for season tickets or a bike, gym discounts offering up to 40% off your local gym and free eye tests.</li></ul> About Us:Ark is an education charity that exists to make sure that all children, regardless of their background, have access to a great education and real choices in life. Our network of 39 schools reaches traditionally underserved communities in Birmingham, Hastings, London and Portsmouth. We educate 30,000 pupils and have nearly 3,000 teaching staff across our network. We also incubate and scale innovative ventures, which we roll out beyond our network of schools for the benefit of teachers, pupils and the education system as a whole. Current Ventures include Ark Curriculum Plus, which equips teachers with the subject expertise needed to ensure students succeed, and Ark Start, a growing chain of nurseries offering affordable, high-quality early years education. Recently, Ark moved to new offices at EdCity &#x2013; a unique not-for-profit development in West London, in partnership with Hammersmith &amp; Fulham council. EdCity is designed to bring mission-aligned organisations together to focus on improving the lives of children, especially through education. It offers leased offices, a range of venues for training and events, and an innovation hub for the education sector to connect, collaborate and learn together. Diversity and Inclusion:We aim to build a diverse and inclusive organisation where everyone &#x2013; staff and students &#x2013; can do their best work and achieve their full potential. We want to reflect and represent diverse perspectives across our organisation because we know that doing so will make us stronger and more effective. To know more about Ark&#x2019;s diversity and inclusion commitments, please click on this link. Safeguarding Statement:Ark is committed to safeguarding and promoting the welfare of children and young people in its academies. In order to meet this responsibility, its academies follow a rigorous selection process to discourage and screen out unsuitable applicants. Ark requires all employees to undertake an enhanced DBS check. You are required, before appointment, to disclose any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. Non-disclosure may lead to termination of employment. However, disclosure of a criminal background will not necessarily debar you from employment - this will depend upon the nature of the offence(s) and when they occurred. To read more about Ark&#x2019;s safer recruitment process, please click this link. Please note we will be reviewing applications on an on-going basis and this role may close earlier than advertised depending on the level of response. We strongly encourage to submit your application at your earliest convenience. For any questions, please contact recruitment@arkonline.org.

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