At a Glance
- Tasks: Manage HR operations, recruitment, and employee relations while leveraging technology.
- Company: Join Health Navigator, a forward-thinking healthcare organisation focused on proactive patient care.
- Benefits: Enjoy a hybrid work model, competitive salary, and opportunities for professional growth.
- Other info: Be part of a dynamic team that values empathy, integrity, and innovation.
- Why this job: Make a real difference in healthcare by supporting team members and improving HR processes.
- Qualifications: 2-4 years in HR roles with experience in HRIS and recruitment.
The predicted salary is between 30000 - 35000 £ per year.
If you want to know about the requirements for this role, read on for all the relevant information.
Health Navigator is looking for a People Operations Manager to be the in-house operator of our HR function. You will own our HRIS, run compliance reporting, coordinate recruitment and onboarding, support line managers, and act as the first point of contact for team members on HR matters. You will be fluent with technology and digital tools. You pick up new systems quickly, get the most out of our HRIS, and use AI tools day to day to cut administrative load and free up time for the work that matters.
Terms
- Reports to: COO
- Location: Hybrid and Flexible: Remote and Central London, with a working pattern to be agreed
Key responsibilities
- Operate
- Provide advice and guidance to the Leadership Team and line managers
- Manage HRIS as the HR system of record
- Liaise with Finance on payroll
- Issue contract variations to a defined SLA
- Run ongoing compliance and produce reports
- Own HR policy and team handbook adherence and management
- Manage Health Navigator team benefits
- Support workplace Health and Safety
- Support HR data governance
- Organise All Hands
- Hire and onboard
- Support recruitment and interviewing as required by teams and line managers
- Run pre-employment checks
- Support onboarding as required by teams and line managers
- Support the probation period process
- Protect and improve
- Support the Leadership Team in ensuring team members are treated fairly and consistently
- Support team members and line managers to defuse and de-escalate issues before they become formal cases
- Formal employee relations: own the grievance procedure end-to-end
- Support line managers in addressing underperformance
- Wellbeing, safeguarding, and accessibility
- Support Equality, diversity, and inclusion
- Take the temperature of organisational sentiment, escalate appropriately, and propose improvements
- Run redundancy processes as they arise
- Run off-boarding
- Improve processes and apply technology
- Own continuous improvement across the HR function
- Set and track process measures (cycle times, SLA adherence, error rates, completion rates) and use them to target improvement
- Get the most out of HRIS
- Automate repeatable admin
- Use AI tools day to day to draft, summarise, and check documents, cutting administrative load and freeing time for higher-value work
- Build self-serve routes for common queries and requests
- Move reporting from manual pulls to templated, repeatable reports
- Document processes and hold one source of truth
Person specification
- Experience
- 2 to 4 years in an HR Officer, HR Administrator, or People Operations role in a fast-moving organisation
- Day-to-day operation of an HRIS, including responsibility for data quality
- Direct involvement in the end-to-end recruitment cycle
- Direct involvement in employee relations matters
- Demonstrable improvement to at least one HR process
- Track record of stretch
- Exposure to clinical workforce considerations such as NMC registration
- Experience supporting payroll cycles in liaison with Finance
- Experience in a regulated sector, or healthcare setting
- Exposure to ISO 27001 or NHS DSPT-style evidence requirements
- Knowledge
- Working knowledge of UK employment law fundamentals
- Familiarity with the Acas codes of practice and the structure of grievance and disciplinary processes
- Familiarity with right to work checks
- Familiarity with DBS checks
- Awareness of UK GDPR
- Awareness of Equality Act 2010 duties, including reasonable adjustments
- Familiarity with basic visa/sponsorship concepts
- Awareness of safeguarding obligations in a healthcare context
- Understanding of ISO 27001 and NHS DSPT evidence requirements for HR processes
- Skills and capabilities
- Strong written English. Drafts team communications, routine policy updates, and standard letters competently. Receptive to feedback on more complex drafting
- Numerate. Produces and interprets basic HR analytics (turnover, time-to-hire, training completion)
- Active listening. Consciously hears what team members have to say and checks understanding before acting
- Administers HR systems: configures fields, builds reports, maintains templates
- Fluent in AI tooling. Uses it to reduce administrative load
- Operations mindset: holds to SLAs, maintains version control, delivers without follow-up
- Holds a clear view in rooms with senior decision-makers
- Distinguishes between escalation and decision. Engages difficult conversations directly. Does not act unilaterally on questions with legal exposure
- Supports All Hands and quarterly offsite logistics, with attention to cost
- Personal attributes
- Empathetic. Is interested in how team members are feeling and understands the value in giving them room to feel heard and understood
- High integrity and high discretion. Handles sensitive information appropriately without becoming a process bottleneck
- Fair-minded and consistent. Applies the same standard regardless of seniority or relationship
- Driven. Seeks growth, requests feedback, takes on stretch work
- Calm under pressure. Emotionally steady in difficult conversations
- Resilient. Comfortable owning a wide remit independently, and keeps a level head and a forward focus when things get busy
- Pragmatic. Prefers workable answers to perfect ones
- Interested in how technology can improve HR. Curious about how tools, automation, and AI can cut admin and give team members a better experience
- Curious about the business. Takes time to understand how Health Navigator operates and what different team members do
- Operates effectively in an evolving organisation where process is continuously being shaped, and contributes to that evolution
About Health Navigator
We help people take control of their health and stay out of hospital. If you are passionate about helping patients and enabling healthcare systems to move from a reactive to a proactive model of care, please get in touch.
People Operations Manager employer: Health Navigator
Health Navigator is an exceptional employer that prioritises employee wellbeing and professional growth within a dynamic, hybrid work environment in Central London. With a strong focus on technology and innovation, team members are empowered to streamline HR processes and enhance their skills through continuous improvement initiatives. The inclusive work culture fosters collaboration and supports personal development, making it a rewarding place for those passionate about transforming healthcare.
StudySmarter Expert Advice🤫
We think this is how you could land People Operations Manager
✨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 Health Navigator!
✨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 Health Navigator.
We think you need these skills to ace People Operations Manager
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 Health Navigator. 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 Health Navigator 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 Health Navigator. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Health Navigator'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 Health Navigator
✨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 Health Navigator.
✨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 Health Navigator 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 Health Navigator and how you would contribute to adapting HR strategies.
