Head of People & Talent Operations

Hiring Manager: Founding Partner
Package: £110,000 – £130,000 + up to 50% bonus

The Details:

• The Business: Growth equity investment firm, 20 people growing to 30,
• Success: Currently in Fund III, managing £1.5 billion in assets across US, Europe, Japan and Korea, huge decacorn track record and a 30% hit rate.
• People Team Size: 0
• Culture
  :
  Quality over quantity, detail-oriented, iterative, feedback, research and debate
  -heavy

Why this role now?

• The company is at an inflection point – the team is actively growing, the investment pipeline is expanding, and the firm runs a genuinely high-performance culture: formal review cycles, promotion decisions, and bonus outcomes that all require careful, consistent management.
• Until now, this has sat with the Partners, but as the team matures and the firm invests in developing people internally, the infrastructure to support that ambition needs to be built properly and given the dedicated attention it deserves.
• Their biggest competitive advantage is its people, and protecting that requires more than good intentions. That is no longer scalable sitting with a Partner and requires someone to own it from the ground up.

The Role – first 12 months:

• Working directly with a busy Partner, this role will work collaboratively with her.
• Build a hiring framework that ensures thefirm can consistently hire and retain A-player talent – currently searches take too long, and the investment team is under capacity. You’ll diagnose why hiring is slow and implement solutions, and work with external recruiters, not replace them.
• Create foundational people mechanisms that support performance run cleanly, reliably, and with minimal friction, enabling the team to execute at its best. You’ll take ownership of ensuring the HRIS (Revolut Peoplpe) is being utilised to its full advantage, as well as managing compliance, lifecycle changes, and L&D logistics.
• Redesign the employee handbook into an engaging, accessible Notion workspace that blends culture, policies, and practical guidance, replacing the existing legalistic PDF with a truly employee-centered resource.
• Redesign onboarding (standardised checklists, first-week plans, and Notion-based materials).
• Assist Founders with performance calibrations, and iterate on the performance management framework, owning performance cycles and people relations, ensuring performance review processes are reliable, consistent, and well documented. Bi-annual performance reviews were introduced for the first time last year, which have been successful but are relatively MVP level. They also have quarterly goals, and the system evaluates quality/speed of work, skills, and operating principles, and a performance-related bonus.
• Hands on ownership of annual compensation reviews using clean market benchmarks and data preparation, partnering with leadership on decisions to enable consistent, transparent salary decisions.

The Role – 12 months and onwards:

• There are broader topics ongoing and if this person stabilises the core people systems (recruiting, performance review, ongoing ops) and has more capacity, the role will naturally get involved in the below topics (12 months onwards)
• Building a proactive outbound sourcing capability for junior investment team roles and a referral scheme for all roles. Addressing the firm’s employer brand gap to reduce dependence on inbound pipelines and external recruiters.
• Diagnosing and acting on engagement signals (including eNPS), designing team rituals that fit their unique culture, and helping leadership address workload and prioritisation at a systemic level.
• Building clear progression frameworks and a structured approach to developing junior hires into future partner-level talent, without creating heavy training overhead.
• Deepening…