Senior People Adviser in London

c£60k plus benefits. Clear progression to People Manager. London (Moorgate) with regular time in our regional offices.

A NOTE FROM THE FOUNDERS: We are building a group of property management businesses into one modern, AI-enabled company, and the experience of the people inside it will decide whether that works. This is a standalone people role, which tells you two things: how much they trust the person who takes it, and how much room there is to grow with it.

About the Company: My client is building the next-generation property management group. They acquire established businesses and bring them onto one platform, so technology takes on the repetitive load and our people spend their time on judgement, relationships and service. They are backed by leading venture investors, completed multiple acquisitions in the first year, and their ambition is simple: to be the company where the best people in this industry choose to build their careers.

The role: This is a genuinely hands-on role. You are the person their people come to. Day to day that means the full generalist breadth: employee queries, informal people matters, contracts and records, payroll changes, onboarding, compliance. Done well, it is the difference between a company that grows smoothly and one that creaks.

Two things make this different from the same title elsewhere. First, every acquisition brings new colleagues into the group, each with their own contracts, policies and habits, and you help them land well from day one. Second, they are an AI-enabled company, and that includes your function: they automate the paperwork wherever they can so your time goes on people, not filing. The judgement is the job. You will not be alone, but you will be first – there is no People Administrator behind you, so you will own the operational detail as well as the manager support. An experienced HR Director mentors you and takes the complex cases with you; internal legal is on hand; the founders are in the same office. There is no large HR department behind you, and for the right person that is the appeal: this role is the foundation, and it grows into a People Manager position as the group grows.

What you will own:

• First contact: Every employee query gets a clear, kind and correct answer, and managers get practical support on absence, conduct, wellbeing and performance so they handle things confidently and consistently.
• Employee relations: Informal issues resolved early and fairly; complex ones spotted quickly and escalated to the HR Director and legal with everything documented properly. Patterns tracked so the business learns.
• The paperwork: Contracts, offers, changes to terms, references and right-to-work checks issued accurately and on time, with records GDPR-clean and current in Rippling. Payroll changes communicated so people are paid correctly, first time, every time.
• Talent acquisition: Keep a small number of hires moving smoothly from brief to offer, coordinating candidates, interviews and selection so the process is efficient, well organised and reflects the company well.
• Onboarding: Every new joiner and every newly acquired team lands well: induction, welcome, probation support, and the small details that tell people they have joined a company that has its act together.
• The numbers: Holiday, absence, probation and training tracked properly, and simple people metrics leadership can trust.
• Your own growth: Project and policy work with the HR Director, building the commercial and leadership skills for the People Manager role this becomes.

Who you are:

• Grounded in the fundamentals. A solid working knowledge of UK employment law and HR best practice, and confident with HR systems. CIPD Level 5, or working towards it, and Rippling experience are pluses, not requirements.
• A self-starter in fact, not just on paper. You do not wait to be told. You spot what is missing, build the first version, and ask for help with judgement calls rather than instructions.
• Detail is your default. Documentation right first time, deadlines kept, nothing dropped. In this role, accuracy is kindness: it is people's pay, contracts and records.
• People tell you things. Approachable, professional and genuinely discreet. Trust arrives early and stays.
• Ambitious. Come and run the whole People operation, with an experienced HR Director beside you, rather than spending another two years waiting for somebody to give you more responsibility.

How they work: Direct, written and data-driven. Every action has an owner and a date, and titles do not create authority here; judgement, clarity and delivery do. The industry my client serves is regulated and real, our teams are spread across regional offices you will visit regularly, and the company is moving quickly. If you want a settled department with established routines, this is the wrong company; if you want to build a people function worth being proud of, it is the right one.

PACKAGE AND PROCESS:

Package: c£60k base salary plus benefits, and a genuine growth path: this role is designed to become People Manager as the group scales.

Applying: Alongside your CV, no more than 200 words: the messiest people process you have personally fixed, what you did, and what changed.

Process: A conversation with our HR Director, a short practical exercise, and time with the founders. First conversation to decision inside two weeks.