Senior People Partner - EMEA
HybridLondon, England, United Kingdom
Job Summary
Own People partnership across EMEA, becoming the trusted partner to leaders and teams in the UK & Ireland, Europe, South Africa, and the UAE. Translate regional business priorities, growth plans, and talent needs into clear people priorities. Coach managers through performance, feedback, and complex employee matters while challenging leaders to raise capability and team effectiveness. Partner on organizational design, workforce planning, and succession as the region scales, spotting capability gaps early. Work with People Operations and external partners to navigate employment requirements across multiple jurisdictions, including EOR-employed teams. Use people data and business context to surface trends, risks, and opportunities, simplifying and automating low-value admin.
Required Qualifications
- 5+ years partnering senior leaders in fast-growing, high-accountability environments, across multiple countries or jurisdictions
- A romantic streak about software. You believe great products can transform someone's day
- Strong talent judgment. You spot performance risk and high-potential talent early, and you don't reach for a rigid playbook to do it
- Comfort with ambiguity and rapid international growth. You take complex problems from identification to resolution without waiting for everything to be defined
- Passion for AI, shown through hands-on building, prototyping, or side projects
- You default to building over requesting
- You're confident in your thinking and open to being wrong. Great ideas win regardless of who surfaces them
- You'll hold primary responsibility for the UK & Ireland alongside our growing footprint in France and Germany, plus our teams in South Africa and the UAE
- You'll partner with leaders on performance, talent, organizational design, leadership capability and team effectiveness
- You'll help us navigate the people implications of scaling into new markets through a mix of local entities and Employer of Record arrangements
- You won't need to be an employment lawyer in every jurisdiction, but you'll know where the risk sits and when to bring in specialist help
- You'll work with People Operations and external partners to navigate employment requirements across multiple jurisdictions, including EOR-employed teams
Desired Qualifications
- You'd have coached a manager through a difficult performance conversation they'd been avoiding, and they'd have run the second one without you
- You'd have sat in calibration with a leadership team and changed a rating that didn't hold up to the evidence
- You'd have worked out how we support a new team hired through an EOR in a market we'd never employed in before, and written down the approach so the next market is faster
- You'd have flagged a capability gap in a scaling team eight weeks before it became a hiring emergency
- You'd have killed a process the region didn't need and replaced it with something a manager can actually run
Hiring someone like this?
Get your role in front of qualified candidates on Sorce.