Head of People & Culture

Remote

Full Time

Senior Manager/Supervisor

This is a remote opportunity.

JOB SUMMARY: Serve as the CEO’s strategic partner to design and scale a high-performance, values-led organisation across the UK, Ireland, US, and Japan. Own the people strategy (talent, organisation design, culture, reward, and compliance) to enable growth, improve operating leverage, and mitigate people-related risk in a regulated/GRC context.

ESSENTIAL RESPONSIBILITIES AND DUTIES:
People Strategy & Org Design

Build a 3-year people plan aligned to company OKRs; run workforce planning, succession, and critical role mapping.
Design/right-size structures, spans & layers; lead change management for transformations and M&A integrations.

Leadership, Culture & Performance

Coach ELT and people managers; embed values, manager standards, and a simple performance/KPI rhythm.
Improve 9 – Box Program and launch complete Stack Rank exercise.
Launch manager toolkits and leadership development for first-line and mid-level leaders.

Talent Acquisition

Own hiring plan and funnel quality (time-to-hire, offer acceptance, DEI).
Stand up a scalable sourcing engine for technical, sales, and GRC advisory roles; optimise agency/embedded models including Bloom Recruitment.

Total Reward & Benefits (Global)

Implement global job architecture and pay bands; annual comp/bonus/RSU cycle governance.
Harmonise benefits and leave across regions (UK/IE, US, JP) balancing cost, competitiveness, and compliance.

Employee Relations & Compliance

Lead ER casework and risk triage; ensure 100% right-to-work/I-9, policy, and audit readiness.
Maintain compliant practices:
- UK/IE: ERA 1996, Working Time, GDPR/UK-GDPR, IR35, TUPE, WRC guidance.
- US: At-will, FLSA, EEO/OFCCP, pay transparency, state leave.
- Japan: Labour Standards Act, social insurance, working time/leave norms.
Oversee vendor models (PEO/EOR) where applicable.

People Ops, HRIS & Analytics

Own HRIS and data integrity (Rippling); automate onboarding/offboarding/payroll interfaces.
Build people analytics: headcount/HC plan, turnover, regretted attrition, diversity, pay equity, engagement (eNPS).

Learning, Risk & Governance

Annual training plan (info-sec/ISO 27001 culture, code of conduct).
Partner with Legal/InfoSec on privacy, investigations, and people-risk controls.

QUALIFICATIONS:

10+ years in progressive People/HR leadership for enterprise software / tech-enabled services; multi-country remit (UK/IE/US/JP).
Built or scaled People function through high growth, M&A, and/or carve-outs.
Evidence of implementing global grading & reward frameworks, HRIS, and people analytics.
Strong ER/compliance judgement across UK/IE/US/JP; experience with PEO/EOR models a plus.
Coaching capability with executives; credible with Board/Investors.

KNOWLEDGE/SKILLS/ABILITIES:

Strategic operator: links people levers to revenue, margin, and risk.
Builder: designs simple, scalable programmes and ships on time.
Data-driven: decisions anchored in metrics and cost/benefit.
Change leader: clear communicator; earns trust in ambiguous, regulated environments.

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How many years of experience do you have in HR/People Leadership?*

Have you held a People/HR leadership role with direct responsibility for employees in at least two of the following regions: UK/Ireland, United States, Japan?*

Has the majority of your HR experience been in enterprise software, SaaS, or tech-enabled services companies?*

Have you owned and administered an HRIS platform (e.g., Rippling, Workday, BambooHR, HiBob) including payroll interfaces and data integrity?*

Have you designed or implemented a global job architecture and pay banding framework?*

Have you regularly presented people strategy or workforce data directly to a Board, PE investors, or C-suite in a standalone capacity (not as a supporting presenter)?

Do you have experience working with Private Equity investments?*

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Head of People & Culture

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