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- Tasks: Shape the future of HR in a cutting-edge AI defence start-up.
- Company: Innovative AI defence start-up with a focus on people and culture.
- Benefits: Competitive salary up to £150k, equity, and regular company events.
- Other info: Dynamic role based in London, with a collaborative office culture.
- Why this job: Influence key decisions and drive meaningful change in a fast-paced environment.
- Qualifications: Experience in HR, particularly with technical teams and performance management.
The predicted salary is between 150000 - 150000 £ per year.
This is not a traditional People Partner role. As People Partner for London, you will be working directly with senior leaders and highly technical teams to shape how the organisation scales. For the right person, this is a genuine opportunity to influence decisions, set standards, and define what great looks through the scaling journey.
What You’ll Be Doing
- Acting as the on-the-ground People Partner for London; driving clarity, pace, and quality across the People agenda.
- Partnering with senior leaders across engineering and GTM to translate strategy into practical people decisions.
- Leading performance management and calibration; raising the bar on feedback, accountability, and outcomes.
- Operating as a high-conviction sparring partner; challenging leaders on hiring, promotions, org design, and workforce planning.
- Owning the end-to-end employee lifecycle; continuously improving for scale, speed, and quality.
- Managing complex employee relations with a proactive, root-cause approach.
- Ensuring full compliance with UK employment law as the business scales.
- Building and optimising People infrastructure; processes, systems, and data to enable better decision-making.
- Driving meaningful culture and engagement initiatives that strengthen leadership and inclusion.
- Leading key People projects across performance, compensation, org design, and employee experience.
What We’re Looking For
- You operate with credibility and impact at senior level; particularly with analytical, high-bar stakeholders.
- You have an operator mindset; you take ownership and deliver outcomes, not just advice.
- You are structured, pragmatic, and focused on impact over process.
- You are comfortable in performance-driven environments; including managing underperformance and difficult decisions.
- You’ve partnered with technical teams - engineering, hardware and GTM.
- You thrive in demanding environments.
- You are proactive, resilient, and bring clarity in fast-moving, ambiguous situations.
- Experience in deep-tech, defence, robotics, autonomy, or hardware/software environments.
- Background in elite scale-ups.
- Familiarity with HRIS platforms such as Personio or HiBob.
What’s on Offer
- Salary up to 150k plus equity.
- Regular company-wide events and offsites.
- You enjoy working in-person; this role is based in London with 3 days per week in the office.
Human Resources Business Partner employer: Seekhr | People & Talent Recruitment
Contact Detail:
Seekhr | People & Talent Recruitment Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Human Resources Business Partner
✨Tip Number 1
Network like a pro! Reach out to people in your industry, especially those who work at the company you're eyeing. A friendly chat can give you insider info and maybe even a referral!
✨Tip Number 2
Prepare for the interview by researching the company culture and values. Tailor your answers to show how you align with their mission and how you can contribute to their scaling journey.
✨Tip Number 3
Practice your pitch! Be ready to explain how your experience with technical teams and performance management makes you the perfect fit for the role. Confidence is key!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive about their job search!
We think you need these skills to ace Human Resources Business Partner
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of People Partner. Highlight your experience with senior leaders and technical teams, and don’t forget to showcase your operator mindset and ability to drive outcomes.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you’re the perfect fit for this unique role. Mention specific experiences that demonstrate your credibility and impact at a senior level.
Showcase Your Problem-Solving Skills: In your application, give examples of how you've tackled complex employee relations or performance management challenges. We want to see your proactive approach and how you bring clarity in fast-moving situations.
Apply Through Our Website: Don’t forget to submit your application through our website! It’s the best way for us to receive your details and ensures you’re considered for this exciting opportunity to shape our People agenda.
How to prepare for a job interview at Seekhr | People & Talent Recruitment
✨Know Your Stuff
Make sure you understand the company’s mission and how it fits into the AI defence sector. Brush up on the latest trends in deep-tech and robotics, as well as any relevant UK employment laws. This will show that you’re not just interested in the role, but also in the industry.
✨Showcase Your People Skills
Prepare examples of how you've successfully partnered with senior leaders and technical teams in the past. Highlight your experience in performance management and how you've driven clarity and accountability in previous roles. This is your chance to demonstrate your impact!
✨Be Ready to Challenge
Since this role involves being a high-conviction sparring partner, think about how you can challenge conventional thinking. Prepare some thoughtful questions or scenarios where you would push back on hiring or organisational decisions. This shows you’re not afraid to take ownership and drive outcomes.
✨Emphasise Your Adaptability
The environment is fast-paced and often ambiguous, so be ready to discuss how you thrive in such settings. Share specific instances where you’ve navigated complex employee relations or managed underperformance effectively. This will highlight your resilience and proactive approach.