People Manager, HR​/Recruitment

This is a standalone People role with significant influence across Techspace. Reporting to the CEO and working closely with the Leadership Team, you will help us build a high-performing organisation as we grow; strengthening manager capability, developing and retaining our best people and ensuring we deal with people issues fairly and effectively. You’ll also leverage AI and automation to streamline our HR operations, drive data backed decision making, and ensure our People processes remain slick, efficient, and scalable as we grow.

It’s a very hands‑on role. You’ll move comfortably between coaching a manager through a difficult conversation, advising the Leadership Team on organisational design, improving our performance approach and making sure the fundamentals, from payroll and policies to Personio and employment compliance, work brilliantly.

We’re looking for someone with strong judgement who knows when to coach, when to challenge and when formal HR intervention is necessary. You’ll combine empathy for people with an understanding that a great People function ultimately helps the business and its teams perform better.

• Partner with the Leadership Team to develop and continuously improve individual, team, company, and functional performance.
• Work with the Leadership Team to collect periodic employee engagement surveys and ensure appropriate action plans are in place.
• Deliver regular reporting on key people metrics to inform leadership decisions and improve employee experience.

• Ensure compliance with UK and German employment laws, including changes arising from the upcoming UK Employment Rights Act.
• Manage employee relations, troubleshooting and resolving complex situations while balancing business risk.
• Create and implement HR policies that reflect and support our hospitality minded culture.
• Oversee compensation and benefits administration across both markets.
• HR operations including payroll (working with finance), leave management, HR systems, salary benchmarking and reviews.

• Lead the continued evolution of our performance approach.
• Oversee and continuously improve the talent review process, ensuring managers are supported with the right resources and tools.
• Identify opportunities to automate and scale talent management practices to drive consistency, efficiency, and impact across the business.
• Own the recruitment framework, upskilling managers to hire effectively while leaving final hiring accountability with line managers.

• Proactively identify individual, team and organisational capability gaps and design and deliver targeted development solutions.
• Own the career development framework, ensuring every Tech spacer has an annual career progression and development plan, with progress reviewed twice yearly.
• Drive manager development initiatives that equip line managers with the core skills needed to coach, lead and develop high‑performing teams.
• Source, curate and facilitate high impact learning programmes, combining internal coaching, external providers and digital learning tools.
• Support structured career and development conversations across the business to nurture talent pipelines and retain top performers.
• Measure the impact of L&D initiatives to ensure development directly supports performance, operational excellence and Techspace’s business goals.

• Act as a champion for Techspace’s values, high performance standards, and culture across the business
• Drive employee engagement initiatives that strengthen community and belonging and shared accountability.
• Lead onboarding to set employees up for success…