People Partner

Role

People Partner

Reports to

Senior People Partner

Location

London, White City – Onsite

The role

We're growing fast and our people need a partner who can keep up. As a People Partner you'll work alongside business leaders, managers and the wider People team to keep our people thriving and our people risk low. Employee relations is your core strength and a major part of the role, set within a broad, varied partnering remit.

It suits an all-rounder who is confident in UK employment law and the ACAS Code, enjoys building relationships across the business, and is happy to roll their sleeves up wherever the team needs it.

What you'll do

Partnering across the business

• Build strong relationships with key stakeholders and business leaders, understanding their priorities and giving practical, commercial people advice.
• Work closely with the Senior People Partner and wider HR team, sharing the load, aligning on approach and supporting the People agenda.
• Support change, growth and business projects, including consultation and redundancy where needed.
• Develop people plans, risk registers and project documentation that keep us ahead of people risk.

Employee relations

• Manage a high-volume, varied and complex caseload from first advice to resolution: disciplinary, grievance, performance, capability, sickness absence and probation.
• Lead or support sensitive investigations, witness interviews and formal hearings in line with the ACAS Code of Conduct and UK employment law.
• Coach and build the confidence of line managers to handle early-stage issues, using coaching and mediation to resolve conflict.
• Analyse ER metrics and trends (absence, grievances, probation etc…) and recommend proactive policy or cultural improvements.
• Write, update and roll out policies and handbooks that keep pace with changing UK legislation, including the Employment Rights Act 2025.

People lifecycle

• Support hiring, onboarding, probation, performance cycles, training, succession and offboarding.
• Handle day-to-day queries on contracts, pay changes, leave, family-friendly rights and absence.
• Keep HR data accurate in our HRIS (Personio) and use it to spot risks and trends.
• Contribute to engagement, wellbeing and inclusion initiatives.
• Pitch in on projects and tasks that sit outside the job profile. Growth means the work moves, and so do we.

Who you are

• Hands-on experience in a dedicated ER or generalist HR advisory role, managing a high-volume and varied caseload, including complex cases from start to finish.
• Deep, practical understanding of UK employment law and best-practice ER frameworks, including the ACAS Code of conduct, the Employment Rights Act 1996, the Equality Act 2010 and the Employment Rights Act 2025 changes.
• Strong investigation, conflict-resolution and stakeholder-management skills, and comfortable with coaching and mediation.
• A natural relationship-builder who works well with senior leaders, managers and fellow HR colleagues.
• Able to communicate complex, sensitive information clearly and calmly at every level of the business.
• Experience writing, updating and creating HR policies and procedures.
• Used to a fast pace. You juggle multiple priorities against tight deadlines and don't need a rulebook for everything.
• Agile and open to change. You see shifting priorities as part of the job.
• A team player, happy to help wherever needed.
• CIPD qualified (Level 5 or 7), or equivalent practical experience.

Where you might be coming from

We welcome People Partners, HR generalists and ER practitioners from retail, sales-led businesses and tech start-ups, anywhere you've worked at pace with large or high-volume teams and learned to adapt quickly.

Why Flatpay

How we work matters as much as what we achieve.

Happy Humans

We bring energy to our work and make teams people enjoy being part of.

No Assholes

High performance, always with respect for colleagues and customers.

It's Our Business, Own It

You run your work like it's your own business.

Start With No

We challenge ideas, think commercially and focus on what creates value.

Sky-High Ambitions

Bold goals, and we keep raising the bar.

Suggested time split (indicative)

• 50% employee relations and policy
• 35% business partnering and HR lifecycle
• 15% team projects and ad hoc support