Director of People & Talent
London & Partners
Job Level
Senior
About the role
- Act as a trusted partner to senior managers and leaders, supporting them on all people-related matters to drive performance and business outcomes
- Collaborate closely with the Director of People to co-design and roll out People strategies across talent development, engagement, culture, and change
- Use data and insight to spot patterns, guide decision-making, and support managers with workforce planning, organisational design, and succession
- Take ownership of embedding company-wide initiatives (e.g. performance processes, compensation cycles, hybrid working models)
- Provide sound, pragmatic advice and coaching on employee relations matters
- Mentor and support the development of other People Partners
- Play a key role in advancing culture and ways of working, grounded in leadership behaviours and values
- Partner with managers to diagnose people needs and develop tailored solutions
- Support workforce and organisational planning, including team structures and succession planning
- Identify recruitment needs and partner with Talent Acquisition on role scoping, candidate selection, offers and onboarding
- Facilitate personal development and growth through feedback, development conversations, and learning pathways
- Lead or advise on performance and conduct issues ensuring fair process
- Help managers navigate reward and compensation philosophy during cycles or promotions
- Analyse and translate people data into insight
- Contribute to scaling culture and processes internationally, with attention to inclusion, wellbeing and psychological safety
Requirements
- Significant experience in a strategic HR Business Partner or People Partner role, ideally in a scaling tech or international environment
- Business-savvy and commercially aware
- Credible with senior leaders, excellent coach, able to challenge with respect and empathy
- Outcome-focused, experience simplifying, improving or scaling processes
- Strong knowledge of UK employment law; exposure to international employment contexts an advantage
- Tech-fluent, confident using data and tools (like HRIS, survey platforms, spreadsheets)
- Energised by change, resilient and flexible; operates well in ambiguity
- Gives and invites great feedback
