People Partner – High-Growth Fintech | London
Reporting to: Head of HR, UK
Fully Office Based
We’re partnering with an exciting, rapidly scaling fintech to appoint a driven and hands‑on 360 People Partner to join their UK team. This is a brilliant opportunity to step into a high‑impact role where you’ll have real ownership, the ability to shape processes, and make your mark as the business continues to grow.
Working closely with the Head of HR and a collaborative, forward‑thinking People team, you’ll play a key role in delivering best‑in‑class HR operations while identifying opportunities to improve, streamline, and evolve processes. Your ideas will be valued, your contributions recognised, and your impact visible.
If you thrive in a fast‑paced environment and enjoy bringing structure, organisation, and innovation to growing teams—this role is for you.
Responsibilities
- Act as the first point of contact for managers across the UK business on all people matters, providing practical, legally sound guidance.
- Partner with Sales, Operations, and Support leaders to understand their teams, anticipate people challenges, and proactively support performance.
- Coach managers through people processes including performance management, conduct issues, and difficult conversations.
- Build trusted relationships across the business, positioning the People team as a credible, commercially aware function.
Employee Relations
- Own and manage ER cases end-to-end, including disciplinary, grievance, capability, and probation matters.
- Prepare and manage all associated ER documentation — invite letters, outcome letters, appeal processes — ensuring procedural accuracy throughout.
- Advise managers on appropriate courses of action, balancing legal risk, business needs, and employee experience.
- Manage performance improvement plans (PIPs) and support managers in conducting reviews consistently and fairly.
- Maintain thorough, accurate records of all ER matters in line with GDPR and internal policy.
Employee Lifecycle
- Own all stages of the employee lifecycle: onboarding, probation, role changes, promotions, and offboarding.
- Ensure new starters have a structured, consistent onboarding experience from offer acceptance through to end of probation.
- Track probation milestones, prompt managers to complete reviews on time, and manage extensions or early failures where necessary.
- Manage leaver processes end-to-end, including exit interviews, system updates, and final payslip coordination.
Performance & Development
- Support the design and delivery of the UK performance review cycle, working with managers to ensure reviews are meaningful and consistent.
- Monitor performance trends across teams, flagging concerns early and supporting intervention where needed.
- Assist in identifying development needs and connect employees to relevant growth opportunities.
HR Systems, Data & Compliance
- Maintain accurate, up-to-date employee records within Personio, ensuring data integrity across the employee lifecycle.
- Produce regular people reporting — headcount, attrition, absence, and other KPIs — to support Head of People with business updates.
- Own the monthly payroll input process for the UK, ensuring all employee changes are captured accurately and on time.
- Ensure all people activity is conducted in compliance with UK employment legislation, including the Equality Act 2010, Working Time Regulations, and GDPR.
- Maintain and update HR policy documentation, ensuring the Employee Handbook remains accurate and accessible.
Skills & Attributes
- Confident handling ER cases end-to-end with good instincts on when to elevate.
- Strong communicator — direct without being blunt, empathetic without being vague.
- Commercially minded — understands the business context behind HR decisions and communicates in those terms.
- Comfortable working with data — able to pull a report, spot an anomaly, and present numbers clearly.
- Organised and delivery-focused, able to manage multiple workstreams without losing attention to detail.
- Thrives in a fast-moving, scaling business where processes are still being built.
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