elliptic - Senior People Partner
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Requirements
• You have significant experience in a strategic HR Business Partner or People Partner role, ideally in a scaling tech or international environment. • You are business-savvy and commercially aware: you know how organisations function, how to assess people needs, and how to get things done through others. • You’re credible with senior leaders, an excellent coach, and not afraid to challenge where needed, always with respect and empathy. • You’re outcome-focused, always looking for opportunities to simplify, improve or scale a process to meet business needs. • You have strong knowledge of UK employment law with exposure to international employment contexts an advantage. • You’re tech-fluent, confident using data and tools (like HRIS, survey platforms, spreadsheets) to craft robust insights and cases for change. • You’re energised by change, resilient and flexible; you operate well in ambiguity and enjoy solving complex people challenges. • You're someone who gives great feedback — and invites it in return — because you care about your impact and growth. • Ways of Working • Collaboration & Care – You’re a team player who recognises that building a great company is a shared responsibility. • Bias for Action – You spot gaps and roll up your sleeves — experimentation and iteration come naturally to you. • Drive for Equity – You are intentional about inclusion and build processes and relationships that recognise all voices. • Curious & Grounded – You ask great questions, listen deeply, challenge assumptions and stay humble in your approach. • Comfortable with Complexity – Fast growth can be messy! You remain calm, thoughtful, and optimistic through the unknown.
Responsibilities
• We’re looking for an outstanding Senior People Partner to join our People team and make a tangible impact on our business. You’ll sit at the heart of our organisation, partnering closely with leaders to enable our people and teams to thrive. If you have a passion for strategic partnership, a strong grounding in talent and organisational design, and thrive in fast-paced, high-growth environments, we’d love to hear from you. • What will you do? • Act as a trusted partner to senior managers and leaders, supporting them on all people-related matters to drive performance and business outcomes. • Collaborate closely with the Director of People to co-design and roll out People strategies across key areas including talent development, engagement, culture, and change. • Use data and insight to spot patterns, guide decision-making, and support managers with workforce planning, organisational design, and succession. • Take ownership of embedding company-wide initiatives (e.g. performance processes, compensation cycles, hybrid working models), ensuring they land well with managers and their teams. • Provide sound, pragmatic advice and coaching on employee relations matters, balancing risk and business need with empathy and fairness. • Mentor and support the development of other People Partners, helping uplift capability and consistency across the wider team. • Play a key role in advancing our culture and ways of working, grounded in our leadership behaviours and values. • Partnering with managers and leaders to understand business challenges, diagnose people needs, and develop tailored solutions. • Supporting workforce and organisational planning, including team structures, spans and layers, and succession planning. • Proactively identifying recruitment needs, partnering with Talent Acquisition on role scoping, candidate selection, offers and onboarding. • Facilitating personal development and growth through meaningful feedback, development conversations, and learning pathways. • Leading or advising on performance and conduct issues, ensuring fair process and manager confidence. • Helping managers navigate and apply our reward and compensation philosophy, especially during annual cycles or off-cycle promotions. • Analysing and translating people data into insight; supporting leaders to make informed decisions that drive business outcomes. • Contributing to scaling our culture and processes as we grow internationally – with an eye on relevance, inclusion, and local nuance. • Acting as a critical voice on inclusion, wellbeing and psychological safety across the business.
Benefits
• Hybrid working and the option to work from almost anywhere for up to 90 days per year • £500 Remote working budget to set up your home office space • > Learning & Development: • $1,000 Learning & Development budget to use on anything (agreed with your manager) that contributes to your growth and development • > Vacation/ Leave: • Holidays: 25 days of annual leave + bank holidays • An extra day for your birthday • Enhanced parental leave: we provide eligible employees, regardless of gender or whether they become a parent by birth or adoption, 16 weeks fully-paid leave and leave. • Private Health Insurance - we use Vitality! • Full access to Spill Mental Health Support • Life Assurance: we hope you will never need this - but our cover is for 4 times your salary to your beneficiaries • £100 Crypto for you! • Cycle to Work Scheme
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