People Operations

• Provide timely, accurate and policy‑aligned guidance to managers and employees on local HR policies and procedures
• Build subject-matter expertise in a core compliance area (Immigration, Sickness & Occupational Health, or Leave & Family policies), ensuring consistent and legally robust advice in partnership with the EMEA Advisory team
• Own and manage Tier 2 HR case management, handling more complex queries and escalations with strong judgement, ensuring consistent resolution, risk mitigation, and policy adherence
• Support Employee Relations cases as a skilled and reliable note-taker, maintaining high-quality, confidential and audit-ready documentation
• Partner with HRBPs and Advisory Teams to design and deliver training on HR policies, procedures, and Workday, strengthening manager capability and policy adherence
• Act as a trusted contact for employee benefits queries, providing clear, accurate and responsive support
• Support redundancy and restructuring processes through accurate preparation of documentation and calculations, ensuring compliance with applicable legislation
• Provide support on Workday queries, guiding users effectively through processes and system use
• Work closely with Payroll and Global HR Services to ensure employee lifecycle changes are processed accurately, consistently, and within agreed timelines
• Contribute to HR projects and initiatives, bringing a continuous improvement mindset and a focus on standardisation and scalability
• Maintain employee records to the highest standards of data integrity and GDPR compliance
• Actively champion the adoption of AI and approved digital tools, embedding them into daily HR practices to drive efficiency, insight, and improved employee experience

HR Advisor – People Governance, Compliance

• Developing and delivering a people strategy aligned to Velstar’s commercial goals
• Leading workforce planning and organisational design across the business
• Contributing to strategic decision-making as part of the Senior Leadership Team
• Preparing board-level reporting on key people metrics, risks and opportunities
• Supporting budget planning and investment decisions across people initiatives
• Acting as the senior advisor on employee relations, performance, absence, grievance and disciplinary matters
• Ensuring employment contracts, policies and documentation remain compliant and fit for purpose
• Supporting organisational change, including restructures, acquisitions and TUPE processes
• Owning and developing the HRIS to improve reporting and decision-making
• Leading recruitment activity across the business
• Managing the candidate experience from first contact through to offer
• Building and maintaining a proactive talent pipeline
• Strengthening Velstar’s employer brand in partnership with Marketing
• Managing relationships with recruiters, ATS platforms and careers channels
• Owning and evolving the performance review process
• Building career pathways, progression frameworks and development plans
• Designing and delivering leadership and manager development programmes
• Coaching managers to support performance, growth and capability development
• Identifying and nurturing future leaders across the business
• Driving a culture of engagement, belonging and high performance
• Leading employee feedback and engagement initiatives
• Ensuring a consistent employee experience across all locations and working patterns
• Owning internal communications strategy, channels and company-wide updates
• Supporting leadership communications and organisational change messaging
• Championing the adoption of AI tools and ways of working across the business
• Helping leaders understand how AI is shaping roles, skills and workforce planning
• Identifying opportunities to improve people processes through technology and automation
• Building confidence and capability around AI adoption across teams
• Line managing and developing the People & Workplace Manager
• Setting clear expectations, objectives and development plans
• Acting as a role model for Velstar’s values and leadership behaviours

Head of People

• Leadership & International People Strategy: Execute international people strategy in full alignment with the company’s goals, mission, vision, and values.
• Lead and directly manage all HR operations across the United Kingdom, Switzerland (including day-to-day operations), Spain and Latin America, working closely with in-country People Ops and Administration teams as well as external providers.
• Serve as the primary HR point of contact for new country and regional expansions as the organization grows globally, partnering with Legal and Finance to evaluate entry strategies for new markets.
• Build and maintain relationships with local employment counsel across all active regions.
• Directly manage the international People Operations team through mentoring, coaching, and ongoing feedback to drive professional growth and to ensure effective operation across all regions.
• Oversee the Switzerland office operations in partnership with the local Administrative/Office Manager, ensuring the Zurich/Geneva workspace operates smoothly and in compliance with Swiss workplace standards.
• Partner with hiring managers to define roles, source candidates, and streamline interview processes across international regions.
• Oversee a seamless new hire process and integration experience for all international team members, including merger and acquisition onboardings.
• Oversee international payroll operations in partnership with local payroll providers, ensuring accuracy, timeliness, and compliance with local tax and statutory requirements across all regions.
• Partner with the Senior Director of People Operations and Finance to develop and maintain competitive, equitable compensation frameworks across all international markets.
• Oversee local benefits administration, ensuring offerings are locally competitive and compliant with regional norms and legal requirements.

Director, People Operations – International

• Run regular 1:1s with BAs to track progress, surface blockers, and support goal setting
• Collect and translate client feedback into concrete individual development actions
• Build development plans and follow through on their implementation
• Catch early signs of performance or motivation issues and respond with structured coaching — not just escalation
• Document key insights, status changes, and performance trends in our internal systems
• Support onboarding and help new BAs integrate faster
• Contribute to internal improvement projects — workshops, knowledge base updates, process refinements

People Partner

• Manage new hire paperwork, welcome processes, induction schedules and leaver administration to ensure a consistent colleague experience.
• Support the end to end administration of the recruitment cycle, including job postings, reporting and offers.
• Maintain HR systems and records, manage contract changes, absence tracking and other employee lifecycle updates with accuracy and confidentiality.
• Act as a first point of contact for routine queries, escalate issues appropriately and help coordinate meetings and documentation.
• Support logistics for training, team events and engagement initiatives, including scheduling, communications and feedback collection.
• Prepare regular people metrics and ad-hoc reports, and assist with ensuring compliance with local employment regulations and company policies.
• Help identify and implement process improvements to enhance efficiency and the colleague experience.

People Coordinator

• Build trusted relationships with stakeholders and provide commercially focused people partnering support aligned to business priorities.
• Support leaders to drive performance, engagement, capability, and team effectiveness.
• Coach and support leaders to build high-performing and inclusive teams.
• Support a consistent and performance-led leadership culture across business areas.
• Support talent identification, succession planning, and development activity across allocated business areas.
• Contribute to building sustainable leadership and talent pipelines.
• Support delivery of organisational change initiatives and people priorities within business areas.
• Ensure change activity is delivered consistently and with appropriate employee support and engagement.
• Use people data and insights to identify risks, trends, and opportunities.
• Support evidence-based people interventions and decision making.
• Work collaboratively with Employee Relations and Centres of Expertise to deliver joined-up people solutions.
• Contribute to People Team initiatives while promoting inclusion, wellbeing, and positive employee experience.

• Lead the People Operations team to deliver high-quality support across all people activities
• Ensure the delivery of a seamless and consistent employee experience
• Drive modernisation and digitalisation of People systems
• Establish clear service level agreements (SLAs) and performance standards
• Produce regular performance reports and use insights to drive service improvements
• Design and shape the people strategy including workforce planning
• Partner closely with reward teams and ensure policy governance
• Drive continuous improvement in data development and reporting capabilities

People Operations Manager

• Provide advanced operational HR support across multiple countries or complex jurisdictions.
• Lead operational delivery of organisational changes, restructures, transfers, integrations, and workforce transitions.
• Support operational readiness and implementation of country expansions and new market entry activity.
• Ensure operational consistency while balancing local legislative and cultural requirements.
• Lead or support complex employee relations matters including investigations, grievances, disciplinary matters, restructures, and sensitive exits.
• Partner with Legal and HR leadership on high-risk or legally sensitive operational matters.
• Support Works Councils, CSEs, or employee representative processes where applicable.
• Ensure operational compliance with local labour laws, consultation obligations, collective agreements, and statutory requirements.
• Act as a senior escalation point for complex operational HR matters requiring advanced judgement.
• Drive operational governance, consistency, and best practice across supported countries.
• Support development of operational frameworks, SOPs, and escalation models.
• Provide coaching and guidance to Global People Services team members.
• Partner with HRBPs and business leaders to operationalise workforce and organisational changes.
• Provide operational input into workforce planning, transformation, and business change initiatives.
• Support implementation of HR operating model improvements and operational transformation initiatives.
• Lead operational improvement initiatives across regions or functions.
• Support implementation of HR technology, automation and scalable operational processes.
• Identify operational trends, risks and process improvement opportunities.
• Contribute to broader HR transformation and governance initiatives.

Senior People Operations Partner

• Provide advanced operational HR support across multiple countries or complex jurisdictions
• Lead operational delivery of organisational changes, restructures, transfers, integrations, and workforce transitions
• Support operational readiness and implementation of country expansions and new market entry activity
• Ensure operational consistency while balancing local legislative and cultural requirements
• Lead or support complex employee relations matters including investigations, grievances, disciplinary matters, restructures, and sensitive exits
• Partner with Legal and HR leadership on high-risk or legally sensitive operational matters
• Act as a senior escalation point for complex operational HR matters requiring advanced judgement
• Drive operational governance, consistency, and best practice across supported countries
• Provide coaching and guidance to Global People Services team members
• Partner with HRBPs and business leaders to operationalise workforce and organisational changes

• Build strong relationships with leaders and managers, providing strategic and operational HR support.
• Coach managers on employee relations, performance management, organisational change, and people development.
• Support workforce planning, succession planning, and organisational effectiveness initiatives.
• Manage complex employee relations matters, ensuring compliance with UK employment legislation and company policies.
• Lead and support HR projects that enhance employee experience, improve processes, and support business growth.
• Champion company culture, engagement, wellbeing, and inclusion initiatives.

People Business Partner

• Provide expert pension administration support to payroll officers.
• Ensure accurate processing, reporting, and compliance of LGPS and TPS.
• Process and verify pension data for starters, leavers, opt outs, opt ins, transfers, and retirements.
• Prepare and submit monthly and annual pension data returns to TPS and relevant LGPS funds.
• Reconcile contribution payments and resolve data or payment discrepancies.
• Maintain pension records and ensure all data is accurate and up-to-date in payroll and pensions portal.
• Support monitoring of contribution rates, pensionable pay, and compliance with auto enrolment legislation.
• Support the completion of audit and year-end reporting for education clients.
• Provide guidance to payroll officers and clients on pension scheme rules, data requirements and compliance issues.

Pension Officer

• Define and deliver a global People strategy that fuels growth.
• Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.
• Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.
• Drive organisational design, talent strategy, and workforce planning globally.
• Introduce and scale AI-enabled HR transformation and innovation.
• Lead complex employee relations and global compliance across jurisdictions.
• Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.
• Remain hands-on—building, improving, and shaping the function as you go.

Global Head of People & Talent

• Lead the relationship with Business Area Directors and Senior Leadership Teams
• Champion and embed the People strategy, ensuring initiatives are effectively delivered and positively influence culture
• Build strong, trusted relationships with leaders, providing coaching, organisational design guidance, and team development support
• Use data, insights, and key metrics to identify opportunities to improve the colleague experience
• Lead the talent agenda within business areas, including ownership of performance management processes and related actions
• Champion development initiatives that support career growth and retention of key talent
• Lead organisational design activity to support future growth and scalability
• Develop succession planning and learning & development approaches tailored to business area needs
• Use engagement data (e.g. Peakon) to proactively shape local engagement and culture plans
• Collaborate across the wider tombola and Flutter People teams to address organisation-wide challenges and develop people-focused solutions
• Partner with colleagues in Talent, Communications, Engagement, and Wellbeing to support attraction, development, and retention strategies
• Act as a change ambassador, supporting the successful delivery of change initiatives through effective engagement and communication
• Advise, guide, and support people managers on all people-related matters, engaging specialist support from People Operations where required to resolve formal employee relations cases

• Drive the implementation of people involved Change Management projects, including changes to business process, systems & technology, job roles and organisation structures.
• Drive, with a coaching style, those responsible for application (Change Champions) of the Change Management Strategies.
• Working with the People, ensure the Change Management Strategies include the requirement for an inclusive culture with a growth mindset, in order for the Change Management implementation to succeed.
• Work with a diverse range of individuals / key stakeholders across the project (diverse in all aspects: functional organisations; partner companies working towards the same common project purpose; specialist consultancies; hierarchical levels; cognitive diversity; and more).
• Deliver actionable outcomes against the 5 change management levers: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan.
• Measure and report via impact analyses, assess change readiness; responding to risks and outcomes of those assessments as necessary.
• Identify, mitigate and manage anticipated resistance and manage unanticipated resistance as it arises.
• Work with external bodies to ensure Leonardo is up to date in the latest Change Management thinking, not limited to the Defence Industry.

People Change Agent

• Advise regional leaders and shape people strategy
• Provide strategic and operational People support
• Align people priorities with business goals
• Build a high-performance culture
• Support colleague engagement and development
• Act as a consultant on workforce planning and organisational design
• Provide advice on employee relations matters
• Ensure compliance with employment law and best practices
• Foster a positive employee relations culture
• Drive onboarding and induction processes
• Implement training programs and career development plans
• Lead the performance review process
• Support change initiatives and HR transformation projects
• Monitor key HR metrics and provide insights.

Regional People Business Partner

• Lead the evolution and adoption of a fit-for-purpose OKR framework that drives alignment and measurable impact.
• Champion accountability across all teams, ensuring the framework remains a tool for delivery rather than just administration.
• Internal Leadership Development Programme: Lead the programme in strict alignment with the established roadmap; deliver all modules and meet all timelines against that roadmap.
• L1 Leadership Group Training: Lead the training programme for the L1 group, ensuring full attendance, high engagement, and practical application of leadership principles.
• Act as a grounded, trusted advisor to the L1 Leadership Group and all line managers on performance, culture, and organisational development.
• Lead Employee Relations (ER) cases with an intelligent balance of risk management and culture preservation.
• Reporting & Audits: Run reports and audits to ensure all people data and compliance requirements have clear, accurate documentation.
• Data Insights: Establish transparent ways to track and communicate productivity and engagement to enable better people decisions.
• AI Leverage & Productivity: Proactively use AI tools and effective prompting techniques to automate repeatable work, streamline people processes, and improve personal productivity and output.
• Identify and embed AI-enabled practices that create measurable efficiency gains, demonstrating tangible examples of time recapture, improved quality, and increased operational effectiveness.
• Support the continuous improvement and evolution of the end-to-end employee experience, from pre-boarding through to development, performance, reward, and exit.
• Support refreshed onboarding and probation processes that reinforce culture, clarity, and expectations from day one.
• Support compensation reviews and performance-linked reward strategies that recognise impact and contribution.

Head of People & Performance – Fixed Term Contract

• Deputise for the Risk Director and work closely with the Risk Manager to deliver key safety initiatives
• Partner with stakeholders across the business to drive a positive, proactive safety culture
• Identify, assess and analyse H&S risks, developing and delivering improvement plans to mitigate them
• Take ownership of key safety frameworks, including: Health & Safety Management System (People Safety), Fire Safety Management System
• Legal compliance across H&S, fire safety, and environmental/public health
• Lead on Risk team reporting, providing clear insight and data-driven recommendations
• Oversee Moto’s incident reporting app, online H&S platform and eLearning, ensuring continuous improvement and strong engagement
• Act as the main point of contact for Enforcement Officers (excluding petroleum, alcohol licensing and gaming)
• Manage material civil and criminal case files
• Maintain and develop Primary Authority partnerships across environmental health, fire & rescue and trading standards

People Safety Manager

• Coordinate onboarding logistics by setting up new hire profiles in HR systems and partnering cross-functionally with IT to arrange equipment delivery.
• Prepare and issue employment documentation, including offer letters and employment contracts.
• Carry out Right to Work checks to ensure full legal compliance.
• Own data entry and maintain accurate employee records across HRIS platforms such as Cezanne and Workday, including promotions, address updates, and salary changes, in line with UK GDPR requirements.
• Monitor and track employee absences, including annual leave and compassionate leave, ensuring compliance with Statutory Sick Pay (SSP) regulations.
• Serve as the first point of contact for day-to-day employee queries relating to company policies and processes, including maternity leave and jury service.
• Support employee experience and workplace culture initiatives through engagement surveys, wellbeing programs, and team events.
• Provide ad hoc support to the Talent Acquisition team as needed.

People Operations Administrator

• Support the implementation of Workday modules and the continued development of the Electronic Document Management System.
• Handle routine tasks, ensure compliance, manage employee inquiries, and facilitate people processes such as onboarding, payroll, benefits administration, and employee relations.
• Provide responsive and standardised people services to enable the people function to support day-to-day operations effectively.
• Maintain regular updates and data cleanses in Workday.
• Prepare reports and analyze information to identify trends and areas of improvement.
• Manage queries through Workday case management system within agreed service levels.
• Support with changes to Workday's Electronic Document Management System and create necessary documents.
• Encourage the use of self-service tools and portal by all employees and managers.
• Provide administration support for onboarding, offboarding, payroll, and personnel processes as needed.
• Collate HR Policies and templates in line with legislative changes.
• Support staff recruitment processes, prepare contracts, update relevant systems, and manage employee relations matters.

People Advisor

• Shape the future operating model of People Operations at Preply as we continue scaling globally
• Lead end-to-end employee lifecycle processes globally – onboarding, offboarding, contract changes
• Design and scale People Ops processes and policies suited to a fast-growing, distributed global organisation
• Maintaining up-to-date employee records and documentation
• Act as a first point of contact for employee queries related to HR operations across your regions
• Coordinate with Legal, Finance, IT, and People teams to ensure correct documentation and processes
• Lead and mentor a People Ops team while remaining hands-on in day-to-day execution
• Coach and develop team members, setting clear expectations and supporting high performance
• Balance strategic thinking with operational delivery – comfortable moving between both
• Drive a high-quality employee experience through efficient, scalable, and people-centered operations.
• Design and own automation across People Ops workflows — identify high-frequency manual processes and eliminate them through tooling or scripted logic
• Build and iterate on AI-native workflows — use LLMs and agentic tools to handle routine employee queries, ticket triage, and policy lookups; reduce resolution time without adding headcount
• Track and report on key People Operations metrics; use data to identify gaps and drive improvements
• Build strong partnerships with senior leaders and cross-functional teams across the business
• Translate complex policies and employment requirements into clear, actionable guidance
• Work effectively across international, distributed teams in a fast-paced environment
• Manage UK visa and sponsorship processes, including Skilled Worker visas and right-to-work compliance
• Coordinate global mobility programmes in partnership with legal and immigration vendors
• Advise internal stakeholders on relocation processes and immigration requirements
• Partner with team to optimize mobility processes globally

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