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- Tasks: Lead the evolution of People & Talent, shaping growth and culture in a scaling SaaS company.
- Company: High-growth SaaS organisation focused on retention and leadership quality.
- Benefits: Remote work, strategic influence, and a chance to shape organisational culture.
- Why this job: Make a real impact using organisational psychology in a dynamic environment.
- Qualifications: Senior experience in Talent or Organisational Development with a strong background in organisational psychology.
- Other info: Opportunity for strategic ownership and long-term performance focus.
The predicted salary is between 72000 - 108000 £ per year.
We are partnering with a high-growth, product-led SaaS organisation entering its next stage of scale and organisational maturity. After a period of rapid growth, the business is now investing deeply in retention, leadership quality, and long-term performance. This is not a traditional HR role. It is a strategic talent and organisational effectiveness leadership role with real influence.
The role involves leading the evolution of the People & Talent function, shaping how individuals, teams, and leaders grow inside the organisation. The focus is on performance, behaviour, development, and culture at scale — ensuring the company grows without losing engagement, clarity, or psychological safety. You will work closely with senior stakeholders across the business and act as a thought partner on people, performance, and organisational design.
Critical requirement: Organisational Psychology. Experience in organisational psychology is essential for this role. This position requires a deep understanding of:
- Human behaviour in organisations
- Motivation, performance, and engagement
- Team dynamics, leadership impact, and system design
This is a core capability, not an academic “nice to have”.
What you’ll do:
- Build and scale a company-wide talent strategy with clear progression paths and leadership pipelines
- Design and deliver development programmes grounded in organisational psychology and behavioural science
- Embed effective performance management, feedback, and succession planning into daily ways of working
- Partner with senior leaders to identify, develop, and retain high-potential talent
- Strengthen leadership capability through coaching, frameworks, and evidence-based development
- Shape organisational culture during rapid growth, balancing pace with sustainability
- Use data, diagnostics, and insight to assess impact and continuously refine approaches
- Collaborate closely with HR to ensure a consistent, high-quality employee experience
What we’re looking for:
- Senior experience in Talent, Organisational Development, Learning, or People Strategy within a scaling SaaS or tech environment
- Proven applied experience in organisational psychology (qualification or strong practical background)
- Strong grasp of behavioural drivers of performance and engagement
- Experience building and scaling leadership and talent frameworks
- Ability to influence senior stakeholders with confidence and credibility
- Structured, evidence-based thinker with commercial awareness
- Passion for building environments where people perform and grow long term
Why this role stands out:
- Strategic ownership of how talent and leadership evolve at scale
- A rare opportunity to apply organisational psychology in a real business context
- High level of influence without being boxed into traditional HR structures
- Focus on long-term performance, not short-term fixes
Head of People and Culture (Growth Track) in Telford employer: Saleslogic International Doo
Contact Detail:
Saleslogic International Doo Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of People and Culture (Growth Track) in Telford
✨Tip Number 1
Network like a pro! Reach out to people in your industry, especially those who work at companies you're interested in. A friendly chat can open doors and give you insider info that could help you stand out.
✨Tip Number 2
Prepare for interviews by researching the company culture and values. Tailor your responses to show how your experience aligns with their mission. We want to see you shine as a perfect fit!
✨Tip Number 3
Don’t just wait for job postings! Be proactive and reach out directly to companies you admire. Express your interest and share how you can contribute to their growth. It shows initiative and enthusiasm!
✨Tip Number 4
Follow up after interviews with a thank-you note. It’s a simple gesture that keeps you on their radar and reinforces your interest in the role. Plus, it’s a great way to reiterate your key points!
We think you need these skills to ace Head of People and Culture (Growth Track) in Telford
Some tips for your application 🫡
Show Your Strategic Side: When writing your application, make sure to highlight your strategic thinking skills. We want to see how you can shape talent and culture at scale, so share examples of how you've influenced organisational effectiveness in the past.
Demonstrate Your Psychology Know-How: Since organisational psychology is a must-have for this role, don’t hold back! Include specific experiences where you've applied psychological principles to enhance performance and engagement. This will show us you’re not just talking the talk.
Tailor Your Application: Make your application personal! Use the job description as a guide and tailor your CV and cover letter to reflect the key requirements. We love it when candidates connect their experiences directly to what we’re looking for.
Apply Through Our Website: Don’t forget to apply through our website! It’s the best way for us to receive your application and ensures you’re considered for this exciting opportunity. Plus, it shows you’re keen on joining our team!
How to prepare for a job interview at Saleslogic International Doo
✨Know Your Organisational Psychology
Make sure you brush up on your knowledge of organisational psychology. Be ready to discuss how human behaviour impacts performance and engagement, as this is a critical requirement for the role. Prepare examples from your past experiences where you've applied these principles effectively.
✨Showcase Your Strategic Thinking
This isn't just about HR; it's about shaping the future of the organisation. Think about how you can articulate your vision for talent strategy and leadership development. Bring concrete ideas on how to build and scale these frameworks, and be prepared to discuss how you would implement them in a fast-paced environment.
✨Engage with Senior Stakeholders
Since you'll be working closely with senior leaders, practice how you can influence and engage them. Prepare to share your approach to building relationships and gaining buy-in for your initiatives. Highlight any past experiences where you've successfully partnered with executives to drive change.
✨Emphasise Cultural Fit and Development
The company is focused on maintaining engagement and psychological safety during rapid growth. Be ready to discuss how you would shape and strengthen the organisational culture. Share your thoughts on balancing pace with sustainability and how you can ensure that employees feel valued and supported throughout their development.
