You're probably someone who sees People Operations a little differently.

You care about delivering a brilliant colleague experience, but you're just as interested in the systems, data and processes underneath it. Numbers don't scare you - quite the opposite.

You don't accept a seven-step process because it's always had seven steps. You want to understand why it's there, whether we still need it and what would happen if we did it differently.

In practice:

• You're naturally curious, analytical and highly numerate, with advanced Excel skills and the confidence to work independently with complex data.
• You love improving how things work and have redesigned and implemented processes, rather than simply inherited and administered them.
• You're comfortable getting into the detail while still seeing the bigger picture - whether that's interrogating a spreadsheet, configuring a workflow or digging into an HRIS.
• You're pragmatic, comfortable with ambiguity and good at bringing people with you when something needs to change.

What we need from you

• Significant People Operations experience, with ownership of end-to-end People processes.
• Hands-on experience owning or significantly shaping People systems and data, including an HRIS (we use Personio, but we're open to others!) and/or headcount planning systems.
• Strong numerical reasoning and advanced Excel skills - you're comfortable reconciling data, spotting anomalies and turning numbers into useful insight.
• Experience across reward and benefits, ideally including pay reviews, salary benchmarking and banding, benefits and gender pay gap reporting.
• A track record of continuous improvement and using systems, data and technology to make People Operations better.
• An active interest in AI and automation and how they can change the way People teams operate.
• Confidence working across People Partnering, Talent, Finance, Payroll and Tech in a fast-moving environment.
• 
  

You're probably someone who sees People Operations a little differently.

You care about delivering a brilliant colleague experience, but you're just as interested in the systems, data and processes underneath it. Numbers don't scare you - quite the opposite.

You don't accept a seven-step process because it's always had seven steps. You want to understand why it's there, whether we still need it and what would happen if we did it differently.

In practice:

• You're naturally curious, analytical and highly numerate, with advanced Excel skills and the confidence to work independently with complex data.
• You love improving how things work and have redesigned and implemented processes, rather than simply inherited and administered them.
• You're comfortable getting into the detail while still seeing the bigger picture - whether that's interrogating a spreadsheet, configuring a workflow or digging into an HRIS.
• You're pragmatic, comfortable with ambiguity and good at bringing people with you when something needs to change.

What we need from you

• Significant People Operations experience, with ownership of end-to-end People processes.
• Hands-on experience owning or significantly shaping People systems and data, including an HRIS (we use Personio, but we're open to others!) and/or headcount planning systems.
• Strong numerical reasoning and advanced Excel skills - you're comfortable reconciling data, spotting anomalies and turning numbers into useful insight.
• Experience across reward and benefits, ideally including pay reviews, salary benchmarking and banding, benefits and gender pay gap reporting.
• A track record of continuous improvement and using systems, data and technology to make People Operations better.
• An active interest in AI and automation and how they can change the way People teams operate.
• Confidence working across People Partnering, Talent, Finance, Payroll and Tech in a fast-moving environment.
•