Senior Manager, People
$100,000–$125,000 year
HybridLondon, England, United Kingdom
EXPIREDLondon, England, United KingdomHybridFull Time$100,000–$125,000 yearSenior LevelSmall
Full TimeSenior LevelSmall
Job Summary
Lead the People function by developing the annual People plan, advising leaders on workforce strategy, and managing external providers. Direct the People team through the full employee lifecycle, overseeing recruitment, performance reviews, compensation, and benefits execution. Handle complex employee relations cases, manage global employment compliance, and produce workforce dashboards to inform organizational decisions. Coach managers on team dynamics and change while maintaining data governance and analytics for the employee experience.
Required Qualifications
- High judgement, discretion, and ethical decision-making
- Trusted advisory, influence, and relationship building across cultures and organisational levels
- Clear and courageous communication, including difficult messages and principled challenge
- Leadership and people management
- Translating data, feedback, and case patterns into strategic organisational insights
- Designing fair, clear, and sustainable people policies and tools at scale
- Managing people risk and employment compliance across multiple jurisdictions
- Managing external People consultants and service providers
- Maintaining current knowledge of employment requirements and market practice across relevant jurisdictions
- Full Time employment availability
- Location in London, United Kingdom
Desired Qualifications
- Experience designing coherent, scalable people systems across the employee lifecycle
- Experience equipping and challenging managers through clear expectations, practical frameworks, data, and coaching
- Experience shaping incentives and behaviours through reward, performance, development, and recognition
- Experience using evidence to surface patterns and inform organisational decisions
- Experience building trust through fair and transparent decisions while adapting practice to legal and cultural context
- Experience anticipating and managing people risk so that issues are addressed early
- Experience prioritising long-term organisational and mission value over narrow cost minimisation
- Experience designing policies that are replicable and scalable over individual preference
- Experience treating workforce data and employee feedback as strategic inputs for organisational conversations
- Experience holding managers accountable for team performance while equipping them with practical frameworks and coaching
- Experience explaining decision rationale and boundaries while maintaining confidentiality
- Experience seeking feedback and examining unintended consequences to improve processes
- Experience managing people risk and supporting responsible organisational change
- Experience embedding cultural sensitivity into the design and delivery of People practices
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