People Manager

About this role

We are looking for an experienced People Manager to help strengthen and mature the operational People foundations at Chip. We are looking for someone highly practical, commercially minded, and confident dealing with the day-to-day realities of People within a scaling regulated business.This is not a “People & Culture” or employer branding role. You will work closely with senior leadership, managers, and the wider People team to provide credible People guidance, support a positive employee experience, manage employee relations matters, improve processes, and ensure the business operates in a compliant and pragmatic way as we continue to scale.

We want someone who understands employment law, builds trusted relationships across the business, and brings practical, balanced solutions to the table whether that’s navigating a complex situation or helping a team thrive. What you can expect to be doing: Own and manage day-to-day People operations across the employee lifecycle, ensuring the business has strong and scalable People foundations. Support and improve onboarding experiences, ensuring new starters feel set up for success from day one.

Provide practical, commercially aware People advice to managers and leadership, balancing legal compliance with business realities. Provide enabling guidance on training and development needs, particularly around management skills for People managers, helping build a confident and capable manager community including supporting team career development frameworks. Review, improve, and maintain People policies, documentation, and processes to ensure they remain compliant, effective, and fit for a scaling company.

Co-ordinate and improve performance planning and review cycles including compensation and incentive processes. Partner closely with leadership across the business on organisational changes, performance concerns, and people-related risk. Lead employee relations matters including disciplinaries, grievances, and performance management. Help coach and develop members of the People team, particularly around operational People capability, and employment law understanding building confidence to lead on any People related matters.