People Manager

Requirements

• The most important thing is credibility, judgement, and practicality.
• Highly practical and operational in approach.
• Calm and confident handling sensitive employee situations.
• Commercially minded and solutions-focused rather than process-heavy for the sake of it.
• Comfortable making judgement calls and operating with ambiguity.
• Direct, clear communicator who can hold People conversations professionally.
• Someone who understands how to balance employee experience with business needs and risk management.
• Positive, grounded, and resilient under pressure.
• Strong People generalist experience (ideally 10-15 years), ideally within financial services or another regulated environment.
• Solid knowledge of UK employment law and employee relations processes.
• Experience independently managing complex ER cases from start to finish.
• Experience supporting managers with performance management and organisational change.
• Strong operational People foundations across policy, process, and compliance.
• Able to influence and build credibility with senior stakeholders and managers.
• Comfortable working hands-on in a scaling environment.
• Experience mentoring or developing People team members.
• AI curious: open to using AI tools and automation to improve People workflows and efficiency.
• Experience within financial services, fintech, banking, insurance, or another regulated industry.
• Exposure to scaling businesses or high-growth environments.
• CIPD qualification.
• Stakeholder and communication skills.
• Comfortable working directly with senior leadership on sensitive people matters.
• Able to navigate challenging conversations confidently and professionally.
• Clear, direct communicator — written and verbal — who can simplify complex People situations into practical recommendations.
• Strong judgement and ability to build trust quickly across the business.

We’re looking for someone who’s genuinely excited about Chip and energised by the opportunity to help build the future of wealth, making saving, investing and pensions simpler and more accessible for everyone. We work in a regulated space, so the bar is high. But we’ve built a team of smart, thoughtful people who care about doing great work and enjoy doing it together. Technical skills matter, obviously. But they’re not the only thing we hire for. We want real people. People with interests, perspective and personality. The best teams are made up of individuals who bring different experiences into the room, not just polished CVs and good interview answers. So alongside the technical side, we’ll be looking for empathy, self-awareness, sound judgement, resilience and a collaborative mindset. People who are good to work with, especially when things get hard.

What the job involves

• We are looking for an experienced People Manager to help strengthen and mature the operational People foundations at Chip.
• We are looking for someone highly practical, commercially minded, and confident dealing with the day-to-day realities of People within a scaling regulated business.
• This is not a “People & Culture” or employer branding role.
• You will work closely with senior leadership, managers, and the wider People team to provide credible People guidance, support a positive employee experience, manage employee relations matters, improve processes, and ensure the business operates in a compliant and pragmatic way as we continue to scale.
• We want someone who understands employment law, builds trusted relationships across the business, and brings practical, balanced solutions to the table whether that’s navigating a complex situation or helping a team thrive.
• Own and manage day-to-day People operations across the employee lifecycle, ensuring the business has strong and scalable People foundations.
• Support and improve onboarding experiences, ensuring new starters feel set up for success from day one.
• Provide practical, commercially aware People advice to managers and leadership, balancing legal compliance with business realities.
• Provide enabling guidance on training and development needs, particularly around management skills for People managers, helping build a confident and capable manager community including supporting team career development frameworks.
• Review, improve, and maintain People policies, documentation, and processes to ensure they remain compliant, effective, and fit for a scaling company.
• Co-ordinate and improve performance planning and review cycles including compensation and incentive processes.
• Partner closely with leadership across the business on organisational changes, performance concerns, and people-related risk.
• Lead employee relations matters including disciplinaries, grievances, and performance management.
• Help coach and develop members of the People team, particularly around operational People capability, and employment law understanding building confidence to lead on any People related matters.
• Work in an AI-enabled environment, using AI tools and automation where appropriate to improve efficiency and operational quality.
• Provide clear, accessible people communications across the business on any people-related matters, policies, or updates.