Working closely with the newly created (and still forming) C-Suite, reporting to the COO. You will play a key role in evolving the people strategy and further aligning it with overarching business objectives, paying close attention to line manager enablement and ensuring our culture is one that is intentional and consistent throughout the organisation

Compensation and benefits management

• Leading on our bi-annaul salary benchmarking process, which must be completed by 31 January ‘26 including drafting a robust methodology to guide this process

• Overseeing our annual compensation review process in April (in tandem with our bBiannual performance review), working closely with the COO 

• Preparing monthly payroll and communicating monthly People updates and anticipated changes and hires to Finance

Performance management

• Oversee and manage our recently launched biannual performance management and monthly progression check ins to ensure these drive high performance including making changes and improvements based on feedback and observations 

• Advising managers on performance management challenges

Employee lifecycle

• Oversee the hiring process and contribute to the decision of whether to use external recruiter or manage the hiring internally (the day to day will be conducted by the People & Talent Associate)

• Oversee onboarding to ensure the lessons learnt during the hiring process are factored into ongoing development (the day to day will be conducted by the People & Talent Associate) 

• Develop and implement initiatives to develop, train, motivate and retain our employees

• Oversee and manage the employee engagement survey, interpreting and presenting results and guiding response actions with the senior leadership team 

• Oversee the offboarding of employees. 

People strategy

• Use data analytics to provide strategic insights and recommendations for organisation design and talent-related decisions alongside metrics to measure the effectiveness of People strategies

• Providing strategic input into workforce planning, including org design and succession 

• Continue to embed and improve our feedback mechanisms ensuring our culture is one that has feedback at its core across all levels

• Advise and upskill managers on areas such as performance, feedback, and leadership capability, as well as providing guidance on any HR policy and procedures as needed 

• Advise leadership and managers on employee relations and complex people issues

• Drive initiatives around company culture and employee engagement in close collaboration with the CEO and senior leadership team 

Compliance

• Regularly reviewing our People-related policies and proposing improvements

• Overseeing compliance with relevant laws

• Liaising with our Employer of Record (EOR) for our non-UK based employees

• In-depth knowledge of employment law and HR best practices

• Able to oversee hiring and TA, including being hands on when required

• Familiar and confident owning and overseeing an HRIS 

• Excellent active listening, negotiation and presentation skills

• Ability to implement strategy along with leadership 

• Ability to work autonomously and be hands-on

• Strong project management and organisational skills, able to keep a lot of balls in the air

• Capability to develop and deliver people plans that support organisational strategy

• Data savvy and understands how data can be used to drive decision making

• High attention to detail

• Experienced with running performance management process and software 

• A motivational and strong line manager, able to mentor and grow junior team members 

Essential:

• Experienced in advising and working closely with founders and senior leadership teams

• Familiar with start-up and growing businesses and the dynamic needs of hybrid working

• Able to work autonomously and work closely with (managing and mentoring) a junior team member

Beneficial:

• Experience with Personio

• Experience with Leapsome

• Experience in a non profit or company in the energy systems or energy systems modelling space 

• Competitive salary based on experience

• Enhanced competitive pension scheme

• 25 days annual leave (excluding UK public holidays) and an additional discretionary days such as our winter closure 

• 20 days annual allowance to work from anywhere in the world

• Hybrid working and core working hours model

• Allowance to set up your home office

• Annual budget and dedicated leave time for relevant training courses

• Enhanced gender-neutral parental leave (16 weeks fully paid)

• Private healthcare following successful completion of the probation period

• Yearly offsites