Senior People Manager

Required Skills & Experience

Essential: 

CIPD qualified (Level 5 or above)

Experience operating at a People Manager level or equivalent (or performed a comparable generalist role) 

Proven generalist HR experience across the full employee lifecycle  

Track record owning ER case management end-to-end 

Experience writing policies, SOPs and handbooks 

Experience managing or supervising others

Strong UK employment law knowledge  

Confident with HR systems and People MI  

Policy and governance drafting  

Experience running reward, benefits, benchmarking and performance management frameworks  

 Desirable: 

CIPD Level 7

Bachelor’s degree in HR or business coaching qualification

Senior People Manager, Senior HR BP or HR Lead experience 

Experience in similar-size or maturing organisation  

Experience in regulated / financial services environment  

Exposure to SMCR  

Experience standing up or maturing an HR function

Experience in similar-size or maturing organisation   

Experience in regulated / financial services environment  

Exposure to SMCR   

Experience standing up or maturing an HR function   

Knowledge of H&S requirements   

Organisation design and role architecture development or implementation experience

Competency framework design 

Hello,

About the role

Key Responsibilities

Strategy, team and operating model

Implement and deliver the People Strategy and DEI Strategy set by the COO, turning direction into delivered outcomes.

Lead and line manage the People team, allocating ownership of core areas and developing the team's capabilities.

Own the People operating model, service SLAs and knowledge base; produce People MI and the Organisational Health Dashboard.

Policy, governance and compliance

Maintain and update People policies, the Employee Handbook, Code of Conduct (together with Compliance), People Standard Operating Procedures and the Employee Relations toolkit for the People team.

Own Health & Safety, DSE and risk assessment obligations and return-to-work processes.

Prepare committee and governance packs as required by the COO, support people-related governance under SMCR.

Employee relations

Own ER case management with the support of the COO and General Counsel, applying the ER toolkit and ensuring consistent, well-documented outcomes in line with applicable laws and regulations.

Organisation design and resourcing

Support organisational structure, role architecture, JDs, headcount, the skills library and competency framework.

Own the recruitment process, sourcing strategy and EVP, manage onboarding, induction, manager guidance, probation and offboarding.

Performance, talent and development

Run goal setting, performance management, calibration, underperformance and PIP processes.

Own career pathways, succession planning, leadership and next generation development and coaching.

Reward and benefits

Manage salary bands, pay structures, benchmarking, benefits, bonus and recognition processes.

Oversee payroll input, background checks, screening and RTW checks.

Engagement and well-being

Own employee engagement and listening, the wellbeing strategy, mental health first aiders and the social committee.

Why join?