At a Glance
- Tasks: Lead Gridcog's people function and enhance our culture as we scale.
- Company: Join a dynamic SaaS company focused on clean energy solutions.
- Benefits: Competitive salary, flexible working, and opportunities for personal development.
- Other info: Be part of a diverse team with exciting growth opportunities and annual retreats.
- Why this job: Make a real impact in the clean energy transition while shaping a thriving workplace culture.
- Qualifications: 6-7 years of people experience in tech, strong communication, and project management skills.
The predicted salary is between 60000 - 80000 £ per year.
About us
At Gridcog, we are on a mission to accelerate the global deployment of flexible energy assets.
We are a Saa S company of energy nerds building project modelling software that helps our users make intelligent energy decisions.
We work with customers developing, operating and investing in complex clean energy projects all around the world.
Gridcog has an amazing team of tech and energy nerds, spread across Australia, the UK, Germany and Spain.
We’re a high-trust, high-ambition team tackling hard problems in the energy transition.
We think boldly, challenge assumptions, keep our commitments, and work with openness, generosity, self-awareness and low ego.
We are now seeking a People Lead to take ownership of Gridcog’s people function and help us continue to develop the culture, practices and team environment that support our next stage of growth.
Who we’re looking for
We are looking for a practical, thoughtful and commercially minded People Lead who can take ownership of Gridcog’s people practices and help us continue to be a high-performing, values-led and effective organisation as we scale.
You should be comfortable working closely and collaboratively with the executive team to support the full employee lifecycle, from hiring and onboarding through to performance, development, engagement, compensation, organisational design and employee relations.
This is a hands‑on, get things done role.
You will need to be equally comfortable advising the CEO on organisational questions, coaching emerging managers, improving people processes, and getting into the details of implementation.
You will bring structure, judgement and follow‑through, without adding unnecessary bureaucracy.
- What you’ll do
- Own Gridcog’s People function
- Take ownership of Gridcog’s people strategy, priorities, processes and operating rhythm
- Gridcog is scaling quickly, ensure our people practices and policies are clear, consistent, compliant and aligned with the needs of a globally distributed Saa S business, and ready to handle the jump from a team of 25 to 50 people
- Identify opportunities to improve how we hire, onboard, develop, support and retain great people
- Partner with the executive team and managers
- Act as a trusted people partner to the CEO, executive team and managers
- Support leaders on role design, team structure, hiring plans, performance, feedback, development and employee relations
- Help managers build stronger team operating rhythms, role clarity and accountability
- Provide practical, well‑judged advice that balances employee experience, business needs and compliance obligations
- Strengthen culture and employee experience
- Help Gridcog deliberately maintain and evolve its ambitious and high performing culture as the company grows
- Support forums, communication practices and ways of working that help a distributed team stay connected and effective
- Lead initiatives that improve engagement, inclusion, collaboration and team health
- Help ensure new starters understand how Gridcog works, what we value and how to be successful here
- Listen to employee feedback and help turn it into practical improvements
- Own hiring and talent practices
- Improve Gridcog’s hiring processes, including role definition, interview design, assessment, candidate experience and decision‑making
- Support hiring managers to run structured and effective recruitment processes
- Help ensure Gridcog attracts people who are well suited to our mission, stage, culture and operating style
- Lead performance, development and progression
- Own Gridcog’s approach to performance, feedback and development
- Help the company set clear expectations around roles, contribution, growth and accountability
- Support managers and employees through performance review and development conversations
- Develop practical approaches to learning, career development and progression
- Help ensure compensation, recognition and progression decisions are consistent, fair and well governed
- Manage people operations and compliance
- Own and develop people‑related policies, employment contracts, employee handbooks and other documentation, and all of our employment‑related practices.
- Ensure these are market standard and help us to attract and retain our talented team
- Work closely with Finance & Operations on contracts, payroll coordination, leave, benefits, employee records and other administrative processes
- Ensure Gridcog meets relevant employment obligations across the countries where we operate
- Manage external HR, employment law or recruitment partners where needed
- Improve the accuracy, accessibility and usefulness of people data and reporting
- To be successful in this role you will have
- 6-7 years of strong generalist People experience across hiring, onboarding, performance, development, employee relations, engagement and people operations
- Experience working with executives in a growing tech company
- A hands‑on operating style and the ability to take ownership from strategy through to implementation
- Good judgement, discretion and the ability to handle sensitive matters with care
- Strong communication skills, including the ability to write clear policies, explain decisions and coach managers
- Experience supporting organisational growth, change and team effectiveness
- A practical understanding of employment compliance, with the judgement to know when specialist advice is needed
- Strong project management skills and attention to detail
- Comfort working with distributed teams across multiple locations and time zones
- Nice to have
- Experience as the first dedicated People hire in a startup or scaleup
- Experience working across Australia, the UK and Europe
- Experience supporting globally distributed teams
- Familiarity with HR systems, recruitment tools and people analytics
- Experience in B2B Saa S, energy, and/or a technical product company
- You’ll probably enjoy this role if
- You like taking ownership of important company‑wide practices
- You are comfortable being both strategic and operational
- You enjoy working closely with executives and managers
- You care about culture, but also believe culture needs to show up in operating practices
- You are trusted, pragmatic and commercially aware
- You want to help scale a company working on the clean energy transition
- Some of the benefits of this role include
- Competitive remuneration package aligned with experience and skills
- Opportunity to work as part of our social London based team with flexible working arrangements
- Be part of a high‑performing team that values innovation and creative problem‑solving Contribute to the decarbonisation of the world’s energy system
- Support for ongoing professional and personal development
- An annual all‑company retreat, with recent locations including Bali and Bintan Island
Diversity and Inclusion
We are committed to building a diverse and inclusive team at Gridcog.
We welcome applicants from all backgrounds, as we believe an inclusive environment and diversity of perspective leads to innovation and success.
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People Lead in London employer: Gridcog International
Gridcog International is an exceptional employer that fosters a dynamic and innovative work culture, encouraging bold ideas and data-driven execution. With flexible hybrid working arrangements based in London and opportunities for collaboration with teams in Berlin and Madrid, employees benefit from a supportive environment that prioritises growth and development. The company is committed to empowering its staff through meaningful projects and a focus on professional advancement, making it an ideal place for those seeking a rewarding career in marketing.
StudySmarter Expert Advice🤫
We think this is how you could land People Lead in London
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Gridcog International!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Gridcog International.
We think you need these skills to ace People Lead in London
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Gridcog International. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Gridcog International and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Gridcog International. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Gridcog International's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Gridcog International
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Gridcog International.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Gridcog International will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Gridcog International and how you would contribute to adapting HR strategies.
