People Operations Associate

Who you are

• Built and shipped something with AI that other people used, whether that is an agent, a script, a tool, a bot or a side project
• Got past the first version. We will ask how you tested it, what it got wrong with real users and what you changed as a result. If you have a long list of things you have experimented with, we want to hear what each one taught you
• Worked with more than one model or platform, and formed a view on what each is good for
• Worked with a real dataset, cleaned it up, and drawn a conclusion you could defend
• Been responsible for keeping a system or record accurate, whether that is a tracker, a membership list, a codebase or admin for a part-time role
• Handled something that needed to stay confidential, or can show us how you think about handling sensitive information
• Genuine interest in how organisations work, and the willingness to learn a domain where the detail matters and the consequences of getting it wrong land on real colleagues

What the job involves

• Our People team owns the systems and data that keep hx a high-performance, high-engagement place to work: performance and growth, people analytics, compensation and benefits, and HR compliance
• We are building the reporting layer that lets the business make faster, better-evidenced decisions about its people rather than relying on instinct, and we work closely with Talent to connect hiring and pipeline data with performance and engagement data so leaders see the full employee lifecycle instead of fragments of it
• Inside People and Talent, AI has already changed how we screen, how we write up interviews and how we surface insight to leaders
• There is far more to do
• Plenty of what we do still runs on manual effort that could be designed out, and this role exists to go after that
• We care much more about what you have built and put in front of real users than about the size of the team you have sat in, and impact here isn't tied to title or tenure
• You will work directly with People Leaders, with real scope to shape how the team works as we grow
• One thing worth being direct about: there is no finished playbook here
• If you need a well-defined remit and clear instruction to do your best work, this will be frustrating
• If you would rather find the problem yourself and build the fix, you will have a lot of room
• Build the AI tooling that our People and Talent function runs on. Agents that answer the questions currently landing in our inbox, skills that draft the documents we write manually, workflows that pull our systems together. This is the core of the role rather than a project on the side
• Build out the People reporting layer, including dashboards on retention, attrition and engagement, and get to the point where you can tell us what the numbers mean, not just what they are
• Work with Talent to connect hiring and pipeline data to People data, and make that view something leaders can interrogate themselves
• Learn our people processes properly, starting with onboarding, payroll data integrity and the performance cycle, then rebuild the parts that depend on manual effort
• Support our performance review cycles in Lattice and our engagement surveys, help analyse what comes out of them, and automate the parts that should not need a person
• Help keep our HRIS data accurate, including records, reporting and system troubleshooting

The application process

• Initial call with our Talent team to kick things off and learn more about your background
• Manager interview with our People Lead to explore your experience in more depth
• Skills assessment, presenting a People Analytics deliverable to the team
• Values interview to get to know how you work and how that aligns with hx's culture with our VP of People and Senior Director of Finance and Operations
• Meet the CEO
• If this opportunity resonates with you, we encourage you to apply or share it with your connections! Our dedicated talent team reviews all applications, and we promise to provide feedback regardless of the outcome
• Please note that background checks will be conducted as part of the hiring process to ensure compliance with our governance policies. We handle all background checks sensitively and in full compliance with relevant regulations. All applicant data will be processed in accordance with data protection regulations and our privacy policy

Benefits

• £5,000 for individual and group training and conference budget
• 25 days holiday plus 8 bank holiday days (33 in total)
• Company pension scheme via Penfold
• Mental health and therapy provision via ⁠Spectrum.life
• Individual wellbeing allowance via Juno
• Private healthcare insurance through AXA
• Top-spec equipment (laptop, screens, adjustable desks, etc)
• Regular remote & in-person hackathons, lunch & learns, socials and games nights
• Team breakfasts and lunches, snacks, drinks fridge, fun office @ The Ministry