People & Culture Partner

We are rebuilding the veterinary experience from the ground up, making access to care seamless, joyful, and genuinely personal for every pet and their owner.

With beautifully designed clinics and purpose-built technology, we are transforming how veterinary care is accessed and delivered. Our clinics combine modern design with first-class clinical care, creating spaces that vet teams, clients, and pets genuinely want to be in.

Our purpose is simple: healthier, happier pets and vets. We believe in a model that benefits everyone: our clinical teams, our members, our local communities, and our investors. That means competitive compensation, sensible caseloads, genuine career development, and a culture where people feel supported to do their best work.

We are building the vet group of the future. If you share our passion for doing things differently, we would love to hear from you.

We're looking for an experienced People & Culture Partner to deliver and embed our People strategy across multiple locations. Working to the direction set by the Director of People & Culture, you'll turn our people strategy into consistent, practical action on the ground: aligning day-to-day people work with our business objectives. Your focus is training and upskilling managers, employee relations, performance, compliance and keeping our clinics running smoothly, partnering closely with leaders to drive a consistent, positive employee experience.

This isn't your average People & Culture role. We're going through a rapid period of growth, and we need someone who will help us embed and protect our culture, get new managers up to speed as clinics open, upskill our leaders, and crucially, be confident in designing and running training themselves. You'll be the bridge between central strategy and clinic-level reality: hands-on, visible, and trusted across every site.

This is a mostly field-based role, you'll spend most of your week out in the clinics rather than behind a desk, so you must be willing and able to travel regularly across London and the Home Counties. Being physically present across our sites is how you'll build trust, spot what's really going on, and keep our culture consistent as we grow.

You'll work hand in hand with the Director of People & Culture, taking our people strategy and making it real and consistent in every clinic, then bringing what you learn on the ground back into those plans so they keep getting sharper. It's a role for someone who gets their energy from making things land and stick, and from seeing the difference it makes on the front line.

• Design and build practical people management training workshops for clinic leadership, and run them yourself. You're comfortable creating the content, standing up and leading the session, and reading the room in front of you.

• Upskill clinic leaders so they feel genuinely confident handling issues linked to performance, sickness, team dynamics and communication, and know precisely when to lift.

• Partner with the L&D Manager on training design and delivery, making sure what's taught is embedded and actually changes how leaders manage.

• Make manager self-sufficiency the goal of everything you deliver - leaders who can handle more themselves, with less escalation over time.

• Manage ER casework- grievances, disciplinaries, absence and performance cases across every site, on-site or remotely.

• Minimise risk to the business and advise on best practice throughout, championing early, proactive resolution.

• Coach managers through live cases so they grow more confident and capable.

• Keep clear, accurate case records, and spot where recurring issues point to a training or process fix.

• Champion our six-month probation journey, run monthly reports and dig into the detail to flag where early intervention is needed, working with managers on trigger points such as dips in happiness or belonging scores.

• Embed our probation and performance management journeys so they're understood, valued and fully lived.

• Support managers to see why probation and performance reviews matter, and how to get the best out of them.

• Help managers hold honest, constructive performance conversations with confidence.

• Ensure performance and probation are applied consistently and fairly, clinic to clinic.

• Keep our culture consistent and recognisable across every clinic as the group grows.

• Identify where…