At a Glance
- Tasks: Lead people strategy and operations to scale our innovative biosensor startup.
- Company: Join a top 20 startup revolutionising personalised health with cutting-edge technology.
- Benefits: Competitive salary, equity, and direct partnership with founders.
- Other info: Dynamic, mission-driven environment focused on collaboration and integrity.
- Why this job: Make a real impact on health management while shaping a world-class team.
- Qualifications: 3+ years in People Ops/HR with startup experience and strong communication skills.
The predicted salary is between 80000 - 100000 £ per year.
About Level Zero
Level Zero is pioneering next-generation biosensor technology for precise, real-time monitoring of critical endocrine biomarkers.
Recognised as one of the top 20 startups across all categories worldwide at Tech Crunch Disrupt 2024 - and backed by top-tier organisations like redalpine, SOSV and Entrepreneur First - we’re pushing the boundaries of biochemistry and nanotechnology to revolutionize personalised health.
Founded by two seasoned engineers, we bring extensive experience in R&D, technical innovation, and commercial strategy to transform the way people monitor their health.
Our mission is bold: to revolutionise health management by delivering clinical-grade data directly to individuals, wherever they are.
About This Role
We’re looking for a Chief of Staff to help build and scale the people and operating engine at Level Zero Health.
Working closely with the founders and leadership team, you’ll turn company goals into an actionable org and talent plan, run a simple operating cadence, and bring clarity and structure to hiring, onboarding, performance, and compensation as we grow.
This is an opportunity to have broad impact across people strategy, HR operations, and cross-functional execution — owning high-leverage internal programs and leadership communications in a fast-moving, mission-driven environment at the frontier of biosensing and personalised health
- What You’ll Do
- People strategy & operating cadence
- Turn goals into an org/people plan (org design, headcount, hiring priorities)
- Run a simple people operating rhythm (metrics review, talent planning)
- Add structure to leveling, comp, performance and promotion decisions
- Hiring & onboarding operations
- Own the hiring operating system (process, tooling, scorecards, interviewer enablement, feedback quality)
- Partner with leaders on role design and closing; ensure a great candidate experience
- Build and iterate onboarding to speed time-to-impact
- Performance, development & manager enablement
- Run performance cycles (goals, reviews, calibration, promotions)
- Equip managers with lightweight toolkits (1:1s, feedback, coaching, role clarity)
- Stand up learning programs for this stage
- Compensation, benefits & HR operations
- Own comp/benefits ops (benchmarking, bands, review cycles, comms)
- Keep HR foundations tight (policies, documentation, employee relations)
- Partner with payroll/HRIS; improve reporting
- Culture, engagement & internal communications
- Operationalize values and ways of working
- Run simple engagement loops (surveys/listening) and follow through
- Support CEO/leadership comms on priorities and org changes
- Cross-functional org initiatives
- Lead high-impact internal programs (e. g., team setup, location/hybrid norms, policy rollouts)
- Coordinate stakeholders and timelines; unblock and drive execution
Essential
What you bring
- 3+ years in People Ops/HR, talent operations, business operations with heavy people focus, or a Chief of Staff role with significant people remit
- Startup experience (especially early-stage and/or rapid scale)
- Proven experience building and running scalable people processes in a fast-moving environment
- Strong judgment and discretion handling sensitive information and complex interpersonal situations
- Excellent written and verbal communication; able to create clear, decision-ready narratives
- Strong analytical and program management skills (metrics, prioritization, execution)
- Preferred
- Experience partnering closely with founders and leadership teams
- Familiarity with HR compliance basics in the UK
- Experience with payroll/ATS tools and process design
Who You Are
We value culture as much as we value technical expertise, creating an environment that’s equal parts collaboration, curiosity, and fun.
We’re a fast-paced, mission-driven young team on a quest to make a lasting impact, fueled by uncompromising integrity, unwavering support for one another, and the thrill of exploring uncharted territories.
Our passion for excellence drives everything we do, and we welcome individuals who share our commitment to shaping the future.
If our vision excites you, here are the qualities we look for
- You live and breathe integrity, tackling challenges with honesty and transparency
- You’re a self-starter who loves diving into the unknown, collaborating on complex problems, and taking full ownership of results
- You excel at open, clear communication and see every piece of feedback as a springboard for growth - especially in a science and data-focused environment
- You’re motivated by creating real impact, particularly when it comes to advancing human health
- You strike a balance between independence and collaboration, knowing when to seek support or invite others to join in
- You’re confident in defending your ideas, while also valuing respectful, constructive debate as a path to better solutions
- You thrive in the dynamic atmosphere of a startup, constantly evolving your skill set and fearlessly applying what you learn
What We Offer
- Competitive salary and equity, aligned with the importance of this role
- Direct partnership with the founders and real influence over how we scale
- The chance to build a world-class scientific team from the ground up
- Work that is ambitious, urgent, and deeply meaningful
- #J-18808-Ljbffr
Chief of Staff in London employer: PassFort
At PassFort, we pride ourselves on being an exceptional employer, offering a dynamic work culture that fosters innovation and collaboration. Our commitment to employee growth is evident through continuous learning opportunities and the chance to make a meaningful impact in the healthcare sector, particularly in our vibrant location that thrives on community engagement and support for NHS initiatives.
StudySmarter Expert Advice🤫
We think this is how you could land Chief of Staff 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 PassFort!
✨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 PassFort.
We think you need these skills to ace Chief of Staff 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 PassFort. 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 PassFort 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 PassFort. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to PassFort'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 PassFort
✨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 PassFort.
✨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 PassFort 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 PassFort and how you would contribute to adapting HR strategies.
