Senior People Manager

Location: London, 4 days on site, 1 day WFH

Sector: Consumer Beauty Brand

We are partnering with a well-established beauty brand at a pivotal stage of growth and cultural development to recruit a Senior People Manager. This role will take ownership of day-to-day people operations across the workforce, ensuring a consistent, compliant and engaging employee experience from onboarding through to ongoing development and retention.

The Role

Reporting to the FD, the Senior People Manager will play a hands-on role in building robust people processes, leading employee relations, embedding wellbeing and engagement initiatives, and ensuring HR policies and practices are fit for scale. This is an operational, delivery-focused position suited to a commercially minded HR professional who balances empathy with rigour and brings a practical, service-led approach to supporting both leaders and employees.

Key Responsibilities

• Employee lifecycle (onboarding and offboarding)
  • Own and improve the end-to-end employee journey, with a strong focus on preboarding, onboarding and offboarding.
  • Make sure every new starter has a smooth, well-run experience (paperwork, equipment, induction, training and key introductions).
  • Lead compliant offboarding and exit interviews, capturing themes and feeding actions back to the leadership team.
• Culture, wellbeing and engagement
  • Partner with leaders to strengthen a positive, high-performance culture through clear communication, recognition and simple team rituals.
  • Own day-to-day wellbeing support, including confident signposting to the right internal and external resources.
  • Plan and run eNPS and engagement surveys, turning results into practical action plans and tracking progress over time.
• Recruitment coordination
  • Manage recruitment coordination for high-volume and junior roles, including screening, scheduling, candidate communications and process flow.
  • Work with external partners on senior roles, ensuring clear briefs, pace, quality and consistent feedback loops.
  • Keep the ATS and trackers accurate so pipeline and time-to-hire data is reliable.
• HR compliance and policies
  • Own core HR compliance, including Right to Work, contracts/letters, file management and accurate people data.
  • Ensure statutory and mandatory training is completed, tracked and escalated when required.
  • Roll out practical people policies and deliver manager refreshers so they are applied fairly and consistently.
  • Support the FD to implement changes required under the Employment Rights Act and related updates.
• Employee relations and manager support
  • Act as first-line support for day-to-day ER queries, keeping advice pragmatic, consistent and commercially sensible.
  • Coach managers on good practice, documentation and early intervention, escalating higher-risk matters when needed.
• People ops and continuous improvement
  • Build simple, scalable people processes that improve consistency and employee experience as the business grows.
  • Provide regular reporting to the FD on key people metrics (onboarding completion, attrition, eNPS, training compliance and hiring pipeline).
  • Spot recurring issues and implement improvements that stick.

What Success Looks Like (12 Months)

• Preboarding, onboarding and offboarding are consistent, organised and well received.
• Right to Work, documentation and statutory training compliance are tight, tracked and easy to audit.
• eNPS / engagement survey cadence is in place with clear actions owned by leaders.
• Hiring managers feel supported, and junior/high-volume recruitment runs smoothly with good pace and candidate experience.
• Managers are clearer on expectations and follow People policies more consistently.

Success in 12–24 months

• Engagement and retention improve, with clear insight into what drives both.
• Managers demonstrate stronger, more consistent people leadership and fair decision-making.
• The business stays ahead of compliance obligations and legislative change, with minimal disruption.

Experience & Background

• Strong experience in a People Ops / HR generalist role within a fast-paced, scaling business (consumer, DTC, e-commerce or similar ideal).
• Proven track record owning onboarding/offboarding, engagement surveys and manager support.
• Experience coordinating recruitment processes, particularly high-volume / junior roles, and working with external recruiters for senior hires.
• Solid working knowledge of UK HR compliance, including Right to Work and core operational obligations.
• Confident delivering manager training and influencing standards of behaviour and process.
• Comfortable communicating with senior leadership team, reporting people analytics and applying a strategic approach to improving operational performance of the people function.

We would love to respond to every application; however, due to the volume we receive, this isn’t always possible. If you have not heard within two weeks of applying, please assume on this occasion your application has not been shortlisted. With your permission, we may retain your CV to contact you about future opportunities managed by The Growth Foundation Talent.

The Growth Foundation Talent is committed to building a diverse and inclusive workplace for our clients and welcomes applications from all sections of the community. Reasonable adjustments can be made for candidates with accessibility needs throughout the recruitment process.