Human Resources Manager

The Opportunity - People Operations Manager

Our client is a high-growth FinTech organisation on an exciting scale-up journey, supporting customers across multiple international markets. As the business continues to grow and evolve, they are seeking an experienced People Operations Manager to lead the operational delivery of the People function and build the processes, systems and structures needed to support continued growth.

This is a broad, highly visible role combining employee relations, organisational change, People Operations leadership, HR systems, job architecture, pay transparency and employee engagement. You will work closely with managers across the business, ensuring that people matters are handled fairly, consistently and effectively while maintaining a positive and legally compliant working environment. You will also play a key role in organisational change, including restructures and acquisition integrations, while developing a more scalable, data-driven and automated People Operations model.

What You'll Do

Lead Employee Relations & Employment Compliance

• Act as the escalation point for complex employee relations matters across Ireland and the UK, including grievances, disciplinaries, performance and capability, absence, bullying and harassment, whistleblowing and dignity at work.
• Provide practical guidance and coaching to managers, building their confidence and capability to manage routine employee matters effectively.
• Lead or oversee investigations and hearings for complex, sensitive or higher-risk cases.
• Maintain clear oversight of ER activity, identifying themes, risks and opportunities to improve resolution times and management capability.
• Ensure HR policies, procedures and employment practices remain current and compliant across Ireland and the UK.
• Partner with the Chief People Officer on the development and implementation of People policies, helping managers understand what changes mean in practice.

Deliver Organisational Change & Integration

• Manage the People aspects of organisational restructures from planning through consultation, redeployment, communications and exits.
• Support the development of robust business cases, selection criteria and consultation processes.
• Lead the People workstream during acquisitions, including HR due diligence, employee transfer requirements and integration readiness.
• Manage the harmonisation of acquired employees into the organisation's contracts, benefits, pay structures and People frameworks.
• Develop repeatable playbooks for restructures and integrations, creating a more consistent and scalable approach to organisational change.

Lead People Operations

• Manage the day-to-day delivery of the People Operations function and lead a People Operations
• Specialist.
• Own the end-to-end employee lifecycle across five countries, from onboarding and employment changes through to payroll inputs, benefits administration and offboarding.
• Partner closely with Talent Acquisition to support a seamless transition from recruitment through to employment.
• Establish meaningful service standards for People Operations, monitoring areas such as turnaround times, employee experience and data accuracy.
• Build capability within the team, ensuring knowledge is shared and key processes are not dependent on individual employees.
• Develop a scalable People Operations model capable of supporting organisational growth and future acquisitions.

Drive Employee Engagement & Communication

• Partner with managers to maintain a positive working environment and identify emerging engagement challenges before they become significant issues.
• Support internal communications relating to People initiatives, organisational change, integrations and policy developments.
• Help employees understand and navigate change through clear, timely and practical communication.
• Lead employee recognition initiatives that reinforce company values consistently across international locations.

Build Job Architecture & Career Frameworks

• Design and maintain a company-wide job architecture covering job families, levels, titles and role profiles.
• Partner with the Chief People Officer and Finance to connect job levels with salary ranges and career pathways.
• Lead job analysis and evaluation activity to support consistent comparisons between roles and evolving pay transparency requirements.
• Ensure new and acquired roles are appropriately mapped into the organisation's job architecture.
• Create greater consistency and transparency around roles, levels, progression and reward.

Lead Pay Gap & Pay Transparency Activity

• Own the organisation's gender pay gap reporting process.
• Analyse underlying pay data to understand key drivers and identify areas requiring action.
• Develop practical recommendations based on findings and present insights to the leadership team.
• Support the organisation's broader preparation for evolving pay transparency requirements.

Optimise HR Systems, Data & Automation

• Own the HRIS and maintain accurate employee records across the organisation.
• Manage integrations between HR, payroll, Finance and recruitment systems, including future system upgrades or replacement.
• Identify opportunities to simplify and automate manual People processes such as onboarding, approvals, contract generation, employee letters and reporting.
• Explore the appropriate use of workflow technology and AI to improve efficiency while maintaining appropriate compliance and controls.
• Maintain strong standards for HR data accuracy, ownership, audit trails and GDPR compliance.
• Deliver core People dashboards covering areas including headcount, employee turnover, absence, employee relations and pay equity.
• Support internal and external audit requirements and continually identify opportunities to improve how the People function operates.

What You’ll Bring

Essential Experience

• Significant experience within People Operations, HR Operations, HR Management or HR Business Partnering, ideally within a scaling or fast-moving organisation.
• Strong, hands-on employee relations experience with the confidence to manage complex and sensitive cases.
• Strong working knowledge of employment practices and employee relations within Ireland and the UK.
• Experience delivering organisational change, including restructures, consultation processes and employee transitions.
• Experience managing the end-to-end employee lifecycle within a multi-location or international organisation.
• Demonstrable experience improving HR processes, systems and operational effectiveness.
• Strong HR data and analytical capability, with experience translating People data into meaningful insights and actions.
• Experience developing or operating job architecture, job evaluation, levelling or reward frameworks.
• Strong project management skills with the ability to manage multiple priorities and change initiatives simultaneously.
• Experience coaching and supporting managers through complex People matters.

Personal Qualities

• Commercial, pragmatic and solutions-focused.
• Confident operating independently and taking ownership of complex People matters.
• Calm and credible when managing sensitive or challenging employee situations.
• Highly organised with strong attention to detail.
• Data-driven and comfortable using evidence to inform decisions.
• Collaborative and capable of building trusted relationships with managers and employees.
• Naturally process-minded, with a strong interest in improving and simplifying how things work.
• Comfortable balancing strategic improvement projects with hands-on operational delivery.
• Adaptable and comfortable working within a growing, evolving organisation.

Nice to Have

• Involvement within a software, SaaS or technology organisation.
• Experience supporting employees across multiple international locations.
• Previous contribution in acquisitions, employee transfers or post-acquisition integration.
• Designing job families, career frameworks, grading or salary structures.
• Exposure to gender pay gap reporting or pay transparency programmes.
• Background implementing, upgrading or optimising an HRIS.
• Experience using automation or AI to improve HR processes.
• CIPD qualification or equivalent professional HR accreditation.

Why This Role?

This is an opportunity to take ownership of the operational backbone of the People function within a growing international technology business. You will have genuine breadth, combining complex employee relations and organisational change with the opportunity to improve systems, data, job architecture and the overall employee experience.

For someone who enjoys being hands-on while simultaneously building for scale, the role offers significant scope to make an impact. You will help create a People Operations function that is structured, data-driven and increasingly automated, while ensuring employees and managers receive a high-quality, consistent experience as the organisation continues to grow.