HR Manager

I am working with a privately backed business that is scaling rapidly and now requires an HR Manager to grow and lead the people agenda.

As the first dedicated People hire, you will build the HR function from scratch. Nothing is currently in place—no HRIS, policy suite, performance frameworks, or contract templates. You will stand up the operational foundation, own the talent engine, navigate M&A/TUPE integrations, and serve as the bridge between fast-paced venture execution and corporate Group governance.

Key Responsibilities

Build the HR Infrastructure: Select and implement core tooling (HRIS, ATS, payroll interfaces, e-signature). Draft employment contracts, policy handbooks, compliance frameworks (GDPR, Right to Work), and reporting packs.

Talent Acquisition & Onboarding: Lead end-to-end direct recruitment across field and head office roles. Build an onboarding engine that gets new hires productive in days and design structured offboarding processes.

M&A & TUPE Integration: Lead people integration for acquired businesses, including TUPE consultation, measures letters, terms harmonisation, and cultural alignment.

Performance & Reward: Design performance frameworks, career progression paths, and salary bandings. Own annual compensation cycles and benefit structures in partnership with Finance and Group HR.

Employee Relations & Culture: Serve as the first escalation point for casework, coach line managers, and drive engagement across a geographically dispersed, field-based team.

Group Integration: Interface with Group HR, Reward, and Payroll to maintain governance and assist with acquisition due diligence.

Looking For

Proven Greenfield Experience: Track record of standing up or rebuilding an HR function from zero within a high-growth startup, corporate venture, or carve-out.

M&A & TUPE Expertise: Strong hands-on experience managing post-acquisition integrations, TUPE transfers, and team harmonisation.

Full-Stack Generalist: Deep familiarity with everything from contract generation and payroll inputs to performance framework design and strategic workforce planning.

Direct Hiring Ability: Demonstrated success running full-lifecycle direct recruitment at pace without relying heavily on agencies.

Employment Law & Governance: Solid UK employment law knowledge combined with the commercial judgment to balance Group governance with startup agility.

Resilience & Autonomy: High comfort with ambiguity, commercial acumen, and a proactive, roll-up-your-sleeves mindset.

Desirable Qualifications

CIPD Level 5 or 7 qualification (or equivalent experience).

Hands-on implementation of modern cloud HRIS and ATS platforms.