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- Tasks: Build and scale people operations in a fast-growing defence-tech startup.
- Company: Join a profitable, innovative defence-tech startup pushing the boundaries of unmanned systems.
- Benefits: Competitive salary, annual bonus, stock options, and private healthcare.
- Other info: Exciting opportunity for career growth in a dynamic, multi-territory environment.
- Why this job: Be the first dedicated people hire and shape our unique company culture.
- Qualifications: 3-5 years in People Operations with strong UK employment law knowledge.
The predicted salary is between 60000 - 80000 ÂŁ per year.
The company: We are a profitable, fast-scaling defence-tech startup - operating on the extreme edge of innovation in the evolving domain of unmanned systems / drones. Our world-class team of Engineers are delivering solutions deemed impossible by many, for some of the most complex and challenging problems in the Drones / UAS space. With strong revenue growth, a loyal customer base, and an ambitious scaling plan, we are entering an exciting new phase of growth — and this is a rare opportunity to join at the moment it matters most.
The role: This is our first dedicated people hire, and it's not an ordinary HR role. We're looking for a hands-on people operator who can build the infrastructure that allows us to scale without losing what makes the company special. You'll own the full employee lifecycle across four sites and three regulatory environments, working closely with our embedded recruitment partner, and our international offices in Norway and Ukraine. This role exists to bring rigour and consistency to our people operations. You'll ensure that whether someone joins in Hereford or Kyiv, the experience is the same: compliant, clear, and reflective of who we are.
What you'll do:
- HR Policy and Employment Standards
- Develop and maintain HR policies per territory: contracts, handbooks, disciplinary procedures
- Monitor legislative changes across the UK, Norway, and Ukraine and update policies accordingly
- Multi-Site Standards and Internal Communications
- Establish common people standards and processes across all sites, consistent in experience and locally compliant in law
- Own internal communications: company updates, policy changes, new starter announcements
- Build playbooks that Office Leads can use locally without starting from scratch
- Spot inconsistencies between sites and fix them before they become culture problems
- Talent Acquisition and Recruiter Management
- Day-to-day contact for our embedded recruitment partner and local recruitment relationships in Norway and Ukraine, keeping briefs sharp and feedback timely
- End-to-end interview scheduling across all territories
- Offer management: drafting letters, coordinating approvals, and ensuring every offer is accurate and within company compensation standards before it goes out
- Maintain an offers framework so hiring managers can move quickly without drifting on salary, title, or terms
- Hold recruiters accountable to agreed timelines and candidate experience standards
- Onboarding and Offboarding
- Run a structured onboarding programme across all four sites so every new starter has a clear Day 1 and understands what the company is about from the moment they sign
- Manage leaver processes, including exit interviews and offboarding checklists
- Right to Work and Compliance
- Conduct and document right-to-work checks per UK Home Office requirements
- Ensure equivalent compliance in Norway and Ukraine using local legal advisors as needed
- Maintain audit-ready records across all jurisdictions
- BPSS Checks. Make sure staff meet H&S/Legal Requirements
- Support/Development training plans for each role within the company i.e. new hires have a training path to complete
- Compensation and Salary Benchmarking
- Run regular benchmarking using relevant salary surveys and market data
- Support leadership with compensation recommendations for new hires and annual reviews
- Maintain a compensation framework that scales with headcount
- People Data and Reporting
- Keep the HRIS accurate and produce regular headcount, attrition, and hiring pipeline reports
- Bring data to the table, not just opinions.
- Positive Working Culture
- Maintain and Improve morale and culture by monitoring communication channels.
Essential skills/experience:
- 3 to 5 years in a People Operations or HR Generalist role in a scaling business where you've built, not just maintained
- Solid knowledge of UK employment law and multi-territory HR practice
- Experience running high-volume hiring coordination with precision
- Comfortable working independently and building processes from scratch
- Clear communicator who can translate policy for an engineer in Kyiv and a director in London alike
“Nice to have” skills/experience:
- Exposure to Norwegian or Ukrainian employment law
- Experience with an HRIS platform (Odoo, HiBob, BambooHR, Personio or similar)
- CIPD Level 3 or 5
- Background in a technical or defence-adjacent business
Compensation:
- Competitive salary
- Annual bonus
- Company stock options
- Private healthcare (family plan)
- Life insurance
People Operations Manager employer: Stealth mode defence-tech startup
Contact Detail:
Stealth mode defence-tech startup Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land People Operations Manager
✨Tip Number 1
Network like a pro! Reach out to people in the defence-tech space, especially those who work at companies you're interested in. A friendly chat can open doors and give you insights that job descriptions just can't.
✨Tip Number 2
Prepare for interviews by researching the company culture and values. Since this role is all about maintaining a positive working culture, showing that you understand and align with their mission will set you apart from the crowd.
✨Tip Number 3
Practice your pitch! Be ready to explain how your experience in People Operations can help them scale effectively. Tailor your examples to show how you've built processes from scratch, just like they need.
✨Tip Number 4
Don't forget to apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you're genuinely interested in joining the team.
We think you need these skills to ace People Operations Manager
Some tips for your application 🫡
Show Your Passion: When writing your application, let your enthusiasm for the role and our mission shine through. We want to see that you’re genuinely excited about joining a fast-scaling defence-tech startup and making a difference in the unmanned systems space.
Tailor Your CV: Make sure your CV is tailored to highlight your experience in People Operations or HR. Focus on specific achievements that demonstrate your ability to build processes from scratch and manage multi-territory HR practices, as these are key for us.
Be Clear and Concise: We appreciate clarity! Use straightforward language and avoid jargon where possible. Remember, you’ll need to communicate effectively with a diverse team, so showing that skill in your application is a plus.
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. We can’t wait to hear from you!
How to prepare for a job interview at Stealth mode defence-tech startup
✨Know the Company Inside Out
Before your interview, dive deep into the company's mission, values, and recent achievements. Understanding their unique position in the defence-tech space will help you align your answers with what they value most.
✨Showcase Your People Operations Experience
Be ready to discuss specific examples from your past roles where you've built HR processes or improved employee experiences. Highlight your knowledge of UK employment law and how you've navigated multi-territory HR practices.
✨Prepare for Scenario-Based Questions
Expect questions that ask how you'd handle various people operations challenges, especially in a scaling environment. Think about how you would ensure consistency across different sites and regulatory environments.
✨Demonstrate Clear Communication Skills
Since you'll be translating policies for diverse teams, practice explaining complex HR concepts in simple terms. This will show your ability to communicate effectively with both technical staff and leadership.