People Ops Manager in Edinburgh

Location: Primarily remote, with some travel to Edinburgh

Hours: 3 days a week (full days or spread across the week)

Reports to: Head of People

It’s rare for companies to break out of the start‑up stage, rarer still to become profitable and keep growing. At Hyble, we’ve done both, and we’re not slowing down.

We started as 12 people in a tech incubator, taking on a problem the entire beverage industry had quietly accepted as normal: why did it take weeks for a sales rep to get their customer the marketing support they needed to start selling? We built the answer. Hyble is now the only end‑to‑end point‑of‑sale ecosystem built for the global beverage industry. Active in 50+ markets, helping the world’s leading drinks brands create, approve, print, and deliver fully compliant POS materials in hours, not weeks. From 10 venues to 10,000, we give brands complete control at every touchpoint.

High‑Growth Scale‑Up: We’ve delivered consistent revenue growth for eight consecutive years. Over the last three years alone, the business has grown 213% and reached profitability. That’s a milestone that reflects years of deliberate, disciplined investment decisions that have paid off.

In 2023, we won a landmark contract with Southern Glazer’s Wine & Spirits, a $25 billion business and the largest wine and spirits distributor in the US. Today we’re a 130+ person, award‑winning MarTech company operating across three continents – with 70% of our revenue generated in the US and a sales pipeline exceeding $70 million. The next chapter is AI‑first, and it’s happening now.

The People Team is leading the effort to build an AI‑first organisation with the mindset and capability to future‑prove the business and our teams. It’s a key goal for 2026.

Shape of the People Team: The People team is small, trusted and central to how the business operates. You’ll report to a Head of People, who has strong relationships across the organisation, a deep understanding of the culture and values and will be stepping into the role from within the business. That progression is intentional. We invest in people, we back potential, and we create opportunities for people to grow into bigger roles.

The new role of People Ops Manager is being created to strengthen that capability, complementing it with operational depth and technical expertise, ensuring the day‑to‑day engine runs reliably and at scale, across both our UK and US operations. A strong People Administrator will report into you, giving you the support to structure and deliver work effectively.

Alongside this, a fractional Chief People Officer, who brings deep experience working with high‑growth scale‑ups in Scotland, is currently supporting the Exec and People team as we scale, helping shape direction and build capability over time. It’s a lean team by design. Clear roles, high trust, and a shared expectation that everyone contributes to making the function stronger.

What you’ll find here:

• Ownership without overcomplication: You’ll run the day‑to‑day people processes with real autonomy. There’s no unnecessary bureaucracy, but there is real responsibility. You’ll shape how things work as we scale, not just maintain what exists.
• A function that matters: People at Hyble isn’t a support function in the background. It’s central to how the business operates, grows and wins. The team is visible and already highly regarded across the business.
• A partnership that works: You’ll work closely with a Head of People who brings strong leadership, culture and instinct. Your role is to bring operational depth and technical expertise, helping the whole function become stronger.
• Problems worth solving: We’re not fixing something broken. We’re evolving something good into something scalable. That means improving processes, reducing friction and building systems that hold up as we grow.
• Impact you can see: This is a 130+ person business operating across the UK and US. What you build will be used immediately, and you’ll feel the difference quickly.

This is a hands‑on role. We’re not looking for someone to sit above the work. We’re looking for someone who takes pride in running things well, being in the detail, and making sure the People engine works day in, day out. The foundations are there. Relationships are strong. What’s needed now is consistency, scalability and operational depth.

You’ll own the delivery of core People processes across the UK and US, working directly with managers and team members at key moments that matter: hiring, onboarding, performance rhythms, pay reviews and employee relations. Alongside that, you’ll improve how the work gets done. That means building clearer workflows, reducing reliance on ad‑hoc support, and using AI and automation to make processes faster, more consistent and lower friction. You’ll also line‑manage a capable People Administrator, ensuring work is structured, delegated effectively and delivered to a high standard.

This role exists to make the People function run reliably, so the Head of People can focus on leadership, capability and scaling the organisation.

You will:

• Own the day‑to‑day delivery of People operations across the UK and US, ensuring consistency, quality and a strong employee and manager experience.
• Partner directly with managers through key lifecycle moments including hiring, onboarding, performance cycles and pay reviews.
• Lead employee relations and case management, applying sound judgement, consistency and appropriate risk management across a range of scenarios.
• Design and improve People workflows, making them clearer, more scalable and easier to run.
• Introduce and apply AI and automation to reduce manual work and improve consistency, without losing the human judgement required in People decisions.
• Own how People support works across the business, improving responsiveness, clarity and self‑service through better documentation and guidance.
• Maintain and evolve policies to reflect a scaling business, ensuring alignment across UK and US practices.
• Take ownership of compliance areas including employment practices, regulatory readiness and health & safety processes.
• Act as the operational backbone of the People function, ensuring everything runs as it should, when it should.

The Truth About Working Here:

• It’s messy: Not everything is fully defined or perfectly optimised. Some processes are strong, others need work. You’ll need to be comfortable stepping into that, making sense of it and improving things without over‑engineering them.
• It’s high ownership: This is a three‑day a week role, but it comes with real responsibility. You’ll own outcomes, make decisions and be trusted to run things well. It’s not about being busy, it’s about being effective.
• It’s team‑first: There’s no room for ego here. The People team is valued because of how it shows up: collaborative, pragmatic and focused on what helps the business succeed.

What You Need to Bring:

• Strong People Ops experience. You’ve run core HR/People processes before and understand what “good” looks like across the employee lifecycle.
• Operational judgement. You know when to apply structure and when to apply common sense. You can handle ambiguity and make balanced decisions.
• Employee relations experience. You’ve managed cases end‑to‑end and can navigate complexity with confidence and consistency.
• Systems thinking. You naturally look for ways to make things smoother, clearer and more scalable.
• Comfort working at pace. You’re used to environments where priorities shift and you need to stay focused, organised and resilient. You take pride in execution and follow‑through.
• AI mindset. You’re curious about how AI can improve the way work gets done and actively look for ways to apply it in practice.
• Clear communication. You can work effectively with managers and team members across the business, building your reputation through clarity and consistency.
• Collaborative approach. You work well with others, invest in relationships and contribute to a high‑trust team environment.
• UK HR expertise is essential, with working knowledge of US employment practices being a strong advantage.

Bonus Points:

• Experience working across both UK and US employment contexts.
• Hands‑on experience using AI tools to improve workflows, documentation or decision‑making.
• Experience improving or redesigning People processes in a scaling business.
• Comfort working in a lean People team where ownership sits close to the work.
• Experience supporting or developing more junior People team members.

What We Are Not Looking For:

• The “hands‑off” HR manager. Someone who prefers to sit above the work, delegate everything and avoid the detail. This role needs someone who is in it.
• The policy‑first operator. If your default is to follow process without applying judgement or context, this won’t work here. We use policy as a guide, not a crutch.
• The overly corporate approach. If you’re most comfortable in highly structured, slow‑moving environments, you’ll find this frustrating.
• The empire builder. This role is about strengthening the function, not positioning yourself for the top job or building hierarchy. We need someone who is motivated to grow through impact, not title.
• The passenger. If you need everything clearly defined before you can act, this isn’t the right environment. You’ll need to bring structure, not wait for it.

Missing a few requirements? Good roles stretch you. If you’re 70% there and hungry for the rest, we want to hear from you. We’re more interested in trajectory than history.

How We Work:

• Our values – humble, resilient, team, authenticity and bravery – are woven into everything we do.
• We find a way – roadblocks are puzzles, not excuses.
• We own it – we roll up our sleeves and take responsibility. We own our mistakes and fix them.
• We’re ambitious – we set bold goals and back ourselves and each other to deliver them.
• We’re curious – we challenge the way things have always been done or ideas if we think of a better way.
• We give a damn – we work hard because we care deeply about our customers, colleagues, and our work.

This isn’t for everyone. And that’s intentional.

The Deal:

• Pension: A combined contribution of up to 12% of your salary.
• Bonus: A bonus scheme based on company performance.
• Referral: A referral bonus when you successfully refer someone.
• Pay: We review pay annually, with performance being a key factor.
• Holidays: 33 days including public holidays, with options to buy or sell extra days.
• Giving back: 2 paid days to support a charity of your choice.
• Wellbeing: Enhanced sick pay from day 1 and coaching and counselling through our wellbeing partners, Plumm.
• Health Days: 2 paid days to recharge when you need it.
• Connection: Flexibility to work hybrid, with quarterly company meetups and regular in‑person team sessions.

We’re building an inclusive workplace that promotes and values difference, where everyone from any background can do their best work, be themselves and be proud to belong.