Senior People Manager

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.

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