fonoa - Senior People Partner

• Commercial credibility and gravitas. You can hold your own with a CRO, CPO, or founder. You speak the language of the business (performance, output, growth, risk), not the language of HR policy. You've pushed back on a senior leader and can describe specifically what happened. • High-growth experience. You've operated in a scaling company where the People function was being built rather than maintained. • A 'how, not no' instinct. When the easy answer is yes or no, you look for the third option. You can walk through a specific example where you helped a leader reach a legitimate outcome through a route they hadn't considered. • Performance and ER in practice. You've owned performance situations and employee relations cases end-to-end, not just advised on them. You can describe how you support the manager, keep momentum, and bring cases to resolution across multiple jurisdictions. • Programme design from scratch. You've built at least one people programme from a blank page, not inherited and maintained one. You can describe the problem, the design, the buy-in, and what changed. • Breadth across the People function. Meaningful work across at least two of: performance frameworks, career development, L&D, onboarding, or culture programmes. Range, not depth in one specialism. • Strong context-switching. You can manage active situations across multiple teams without dropping things, with a clear method for triaging what's urgent, what's important, and what can wait. • Working knowledge of US and UK/EU employment. Enough to be the first point of contact for employees and managers across markets without escalating every question to legal. • As part of the recruitment process at Fonoa, we process your personal data in accordance with our Privacy Notice for Job Applicants https://www.fonoa.com/legal/privacy-notice-job-applicants. This notice explains how and why your data is collected and used, and how you can contact us if you have any concerns.