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- Tasks: Partner with senior leaders to drive organisational performance and support strategic decisions.
- Company: Exciting pre-IPO tech scale-up in London with a focus on professional development.
- Benefits: Competitive salary, potential completion bonus, and hybrid working model.
- Other info: Opportunity for career growth in a dynamic and supportive team.
- Why this job: Make a real impact in a high-performance environment with top industry leaders.
- Qualifications: Experienced People Partner with strong generalist skills and sales support experience.
The predicted salary is between 90000 - 110000 £ per year.
We are a boutique search firm, partnering with growing tech companies, helping them scale by connecting them with exceptional People and Talent leaders. We have built a network of super talented CPOs, COOs and Chiefs of Staff within VC backed businesses from Series A to IPO, as well as within PE-backed companies. We assess talent based on impact.
We are currently retained by one of the genuinely most exciting Pre-IPO tech scale ups in London (previous Unicorn) on an FTC (12+ month) People Partner role. This is a unique opportunity to partner at a strategic level, operating as Chief of Staff type of a partner to senior stakeholders and delivering impact.
Location: London, Hybrid, 3 days per week in office
Compensation: £90,000-£110,000 (on experience) + potential completion bonus (tbc.)
A fast-growing technology company is building a new model of professional development that combines paid employment with structured learning programmes. The business partners with more than 1,500 organisations globally, including large enterprise clients across technology, financial services, and consumer sectors. Thousands of learners have completed programmes focused on technology, data, and leadership capability. Bookings have grown by approximately 50% year over year, with leadership targeting significant revenue growth in the next financial year.
Focus sits on organisational performance, headcount strategy, leadership capability, and operational execution. This role functions closer to a strategic operator than a traditional HR partner – you contribute directly to commercial and organisational decisions.
- Sales and GTM support to cover maternity leave on the team
- People Partnering sits inside a larger People organisation with strong operational support
- The Head of People Partnering leads the technology and commercial organisation.
Sales and GTM:
- This role will own direct partnership with leaders one and two layers below the CRO (VP Sales + 6 AVPs)
- High performance environment with demanding revenue targets
- Organisation currently undergoing structural and performance transformation
- The Sales leadership are some of the best in the industry - you will have a unique opportunity to partner with leaders from Playbook sales companies, and build a network for the future
Responsibilities include:
- Advise senior leaders on organisational performance and productivity
- Challenge assumptions with data and commercial insight
- Organisational design and headcount planning
- Run performance review cycles and calibration sessions; embedding the new performance process into day-to-day operations
- Handle complex employee relations cases
- Speak the language of sales performance, growth targets, and delivery execution
A strong People Partner:
- Experienced People Partner with strong generalist experience, used to operating at senior level supporting VP Level stakeholders
- Experience supporting Sales/GTM within scaling Tech organisations
- Many of the first and second layer leaders are fairly new to their roles and require coaching and continuous development.
- B2B Tech sales: Supported sales organisations with structured methodologies such as MEDDIC
- Low Ego, flexible and happy to roll their sleeves up: Ability to move between strategy and execution with ease, with the ability and appetite to flex across C-suite and levels below in support, and flip between high level ER cases as well as longer term strategic planning.
- People Partners here operate as business leaders inside the organisation – leadership teams expect strong opinions, clear views, fast thinking, direct input and high accountability
- You influence organisational design, growth strategy, and leadership capability – your work affects revenue growth, team performance, and operating model decisions
- The People function holds strong credibility across the executive team – leadership expects thoughtful judgment across commercial risk, talent risk, legal exposure, and performance outcomes
- The company invests heavily in People infrastructure including analytics, reward governance, and operations support, removing admin work and increasing strategic impact
Senior HR People Partner in London employer: The Search
Contact Detail:
The Search Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior HR People Partner in London
✨Tip Number 1
Network like a pro! Get out there and connect with industry leaders, especially those in tech and HR. Attend events, webinars, or even casual meet-ups to build relationships that could lead to job opportunities.
✨Tip Number 2
Showcase your expertise! When you get the chance to chat with potential employers, don’t hold back on sharing your insights about organisational performance and sales strategies. This will demonstrate your value and fit for the role.
✨Tip Number 3
Be proactive! If you see a company you’re keen on, reach out directly. Express your interest in their mission and how you can contribute to their growth. A personal touch can make all the difference.
✨Tip Number 4
Utilise our website for job applications! We’ve got a range of exciting roles that might just be your perfect fit. Plus, applying through us gives you a better chance to stand out in the crowd.
We think you need these skills to ace Senior HR People Partner in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of Senior HR People Partner. Highlight your experience in supporting sales organisations and your ability to operate at a senior level. We want to see how you can bring value to our team!
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 role. Share specific examples of how you've influenced organisational design and supported leadership teams in the past. We love a good story!
Showcase Your Data Skills: Since this role involves challenging assumptions with data, make sure to highlight any experience you have with analytics or performance metrics. We’re looking for someone who can speak the language of sales performance and growth targets.
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It helps us keep track of your application and ensures you don’t miss out on any important updates. We can’t wait to hear from you!
How to prepare for a job interview at The Search
✨Know Your Stuff
Make sure you understand the company’s mission and how they operate within the tech space. Familiarise yourself with their growth trajectory, especially around their sales performance and organisational design. This will help you speak confidently about how you can contribute to their goals.
✨Speak Their Language
Since this role involves partnering closely with sales leaders, brush up on sales methodologies like MEDDIC. Be ready to discuss how your experience aligns with their revenue targets and operational execution. Showing that you can communicate effectively in their terms will set you apart.
✨Showcase Your Strategic Mindset
Prepare examples of how you've influenced organisational design and growth strategy in previous roles. Highlight your ability to balance strategic thinking with hands-on execution. This is crucial for a role that operates at a senior level and requires direct input into commercial decisions.
✨Be Ready for Complex Scenarios
Expect questions around handling complex employee relations cases and performance review cycles. Think of specific instances where you’ve navigated challenging situations and how you’ve contributed to revamping processes. This will demonstrate your capability to manage both immediate and long-term HR challenges.