Head of People & Talent Operations (standalone) in City of London

Package: £110,000 – £130,000 + up to 50% bonus

Location: 5 days a week in London (Mayfair)

The Business: Growth equity investment firm, 20 people growing to 30. Currently in Fund III, managing £1.5 billion in assets across US, Europe, Japan and Korea, huge decacorn track record and a 30% hit rate. Quality over quantity, detail orientated, iterative, feedback, research and debate-heavy.

The company is at an inflection point – the team is actively growing, the investment pipeline is expanding, and the firm runs a genuinely high-performance culture: formal review cycles, promotion decisions, and bonus outcomes that all require careful, consistent management.

• Build a hiring framework that ensures the firm can consistently hire and retain A-player talent.
• Create foundational people mechanisms that support performance run cleanly, reliably, and with minimal friction.
• Take ownership of ensuring the HRIS (Revolut People) is being utilised to its full advantage.
• Manage compliance, lifecycle changes, and L&D logistics.
• Redesign the employee handbook into an engaging, accessible Notion workspace.
• Assist Founders with performance calibrations and iterate on the performance management framework.
• Own performance cycles and people relations, ensuring performance review processes are reliable, consistent, and well documented.
• Hands-on ownership of annual compensation reviews using clean market benchmarks and data preparation.

There are broader topics ongoing and if this person stabilises the core people systems (recruiting, performance review, ongoing ops) and has more capacity, the role will naturally get involved in the below topics (12 months onwards):

• Building a proactive outbound sourcing capability for junior investment team roles and a referral scheme for all roles.
• Addressing the firm’s employer brand gap to reduce dependence on inbound pipelines and external recruiters.
• Diagnosing and acting on engagement signals (including eNPS), designing team rituals that fit their unique culture.
• Building clear progression frameworks and a structured approach to developing junior hires into future partner-level talent.
• Deepening the compensation function – including carry and long-term incentive transparency for junior team members.
• Partnering with leadership to think through how the firm’s capabilities need to evolve.

The opportunity to focus on quality over quantity work, not 80/20. Opportunity to expand into Portfolio Advisory or take on a broader Operational scope as the business grows.

• Hands-on Talent/Recruiting experience, including ATS optimisation.
• Hands-on People Operations experience, including HRIS optimisation.
• Experience supporting performance and compensation reviews.
• Strong academic background.
• Must be happy to work in a standalone capacity.
• High analytical capability – ability to analyse performance data trends and support salary review cycles.
• Experience developing a strong employer brand, direct sourcing model and referral scheme.
• ATS implementation and optimisation experience.
• Experience developing Performance and Reward frameworks.
• Ability to analyse compensation benchmarking and translate into actionable improvements.
• Consulting mindset – high attention to detail, analytical, high standards, organised and able to track things reliably from beginning to end.
• Emotional intelligence and understanding of what makes people tick.

You want flexibility – everyone is in the office 5 days a week. There is of course flexibility to work from home for appointments, and to work the occasional Friday from home.

Super day including case study, lunch and cultural interview → ideally all day in the office, though can be spread across more than one day (F2F, w/c 6th July). Final interview with the CEO → 45 mins in person (F2F, w/c 6th July).