Join the LeadDev Team

Jobs at LeadDev

custom

Showcase your brand

<html><head></head><body><div>
<h2><strong>About the role</strong></h2>
<p>LeadDev is a growing business with a close-knit, remote-first team. We are warm, people-focussed, and seek to prioritise our team members and support them. You will build relationships with our team and be the first point of contact on people operations matters. You will build trusted relationships with line managers and the leadership team, supporting them to build a strong and high performing team. Our culture is warm, friendly and highly personal, but we are also committed to sound judgement, full compliance and best practice on HR matters.</p>
<div>We want someone who will do more than keep things running. We want someone who treats every part of this remit as a question of "is this actually best practice, and if not, how do we change?" You'll investigate how other scaling businesses handle people matters, bring ideas to the leadership team with a case for why they're worth doing, and keep LeadDev ahead of changes in employment law and practice. If you naturally notice what's not working and are motivated to improve things, this role is for you.<br><br></div>
<div>Because this is a broad remit within a part-time role, success will depend on sound prioritisation. You will work with the Finance Director and leadership team to agree priorities, distinguish essential operational work from longer-term improvements, and focus your time where it will have the greatest impact.<br><br></div>
<h2><strong>What you will be working on</strong></h2>
<p><strong>Strategic HR &amp; continuous improvement</strong></p>
<div>
<ul>
<li>Proactively researching best practice and emerging trends in people management, and recommending changes</li>
<li>Monitoring changes in UK employment law and practice, and translating them into concrete updates to our policies and processes</li>
<li>Building business cases for new projects, tools, or changes to how we do people ops - with a clear rationale, not just a request</li>
<li>Setting the agenda for what "good" looks like at LeadDev on people matters, not just maintaining what exists</li>
</ul>
<strong>Hiring, onboarding &amp; performance<br></strong></div>
<div>
<ul>
<li>Advising line managers with hiring and onboarding processes</li>
<li>Supporting line managers with performance management&nbsp;</li>
<li>Providing timely, practical advice to line managers and the management team on hiring, onboarding, performance and probation matters</li>
</ul>
<strong>Policy &amp; documentation<br></strong></div>
<div>
<ul>
<li>Reviewing and updating the employee handbook and HR policies in line with relevant legislation and best practice</li>
<li>Maintaining contracts of employment, offer letters and other employee-facing documents</li>
<li>Updating processes, procedures and other documents to best practice levels</li>
</ul>
<strong>Employee relations, including</strong></div>
<div>
<ul>
<li>Managing disciplinary and grievance processes and supporting people through the process.&nbsp;</li>
<li>Intervening and managing difficult situations, for instance, acting as a mediator&nbsp;</li>
<li>Conducting exit interviews and compiling and sharing feedback that can be used to improve our people strategy</li>
</ul>
<strong>Leave &amp; absence</strong></div>
<div>
<ul>
<li>Ensuring that employee absences are managed effectively</li>
<li>Managing employee leave policies and procedures</li>
</ul>
<strong>Compliance essentials</strong></div>
<div>
<ul>
<li>Conducting right to work and reference checks</li>
<li>Managing statutory health &amp; safety compliance (DSE assessments, risk assessments)</li>
<li>Advising and assisting the company’s data protection responsibilities</li>
<li>Providing guidance to leaders on off-payroll working (IR35)</li>
</ul>
<strong>Benefits &amp; reward</strong></div>
<div>
<ul>
<li>Managing the relationship between the company and its pension provider</li>
<li>Experience with pensions administration and governance and auto-enrolment compliance</li>
<li>Conducting the annual salary review and benchmarking exercise</li>
<li>Managing and implementing changes to employee benefits programmes</li>
<li>Working with colleagues to manage the payroll process&nbsp;</li>
</ul>
<strong>Engagement &amp; culture</strong></div>
<div>
<ul>
<li>Running monthly team pulse surveys, identifying themes and recommending practical actions to strengthen engagement and culture.</li>
</ul>
<strong>Systems</strong></div>
<div>
<ul>
<li>Maintaining accurate employee records and workflows in CharlieHR</li>
<li>Making effective use of the Peninsula HR subscription for advice, templates and compliance support&nbsp;</li>
</ul>
</div>
<div><strong>Projects</strong></div>
<ul>
<li>Leading or supporting ad hoc people-related projects that improve employee experience, management capability, compliance or operational effectiveness</li>
</ul>
<h2><strong>What success looks like</strong></h2>
<div>Within your first year, LeadDev has a clear and prioritised people plan. Managers and team members know where to go for support on policies, contracts and best practice. People matters are not only fully compliant, but continually improving, with progress measured through feedback, pulse surveys and delivery of agreed priorities.&nbsp;</div>
<div>
<h2><strong>What we are looking for</strong></h2>
<div><strong>Essential</strong></div>
<ul>
<li>A strong generalist background in HR or People Operations, ideally developed in a small or scaling business&nbsp;</li>
<li>Strong working knowledge of UK employment law and best practice</li>
<li>A track record of managing effective recruitment and onboarding from initial brief through to a new team member's integration and early retention</li>
<li>Confidence guiding managers through goal-setting, probation reviews, performance management and difficult conversations</li>
<li>Excellent relationship-building skills, comfortable working with both team members and senior management</li>
<li>Highly organised, with strong attention to detail and follow-through on documentation and processes</li>
<li>Discreet and trustworthy, able to handle sensitive and confidential matters with judgement</li>
<li>Confident working independently in a remote-first, flexible role</li>
<li>Excellent written and verbal communication skills</li>
<li>Track record of identifying and driving through improvements to HR practice, not just administering existing processes</li>
<li>Demonstrated ability to build a case for change and get buy-in from senior stakeholders</li>
</ul>
</div>
<div>
<p><strong>Desirable</strong></p>
<ul>
<li>
<p>CIPD qualification (or working towards)</p>
</li>
<li>
<p>Experience with pensions administration and governance</p>
</li>
<li>
<p>Confidence in running salary benchmarking or annual review processes</p>
</li>
<li>
<p>Prior experience supporting fast-growing SMEs, ideally within an events, publishing or media business</p>
</li>
<li>
<p>Experience succeeding in a part-time role while managing multiple priorities</p>
</li>
</ul>
<h2><strong>About you</strong></h2>
</div>
<div>You are warm, approachable , and you genuinely enjoy supporting others. You bring the rigour and organisation needed to ensure that commitments, documentation and follow-up do not fall through the cracks.&nbsp;<br><br></div>
<div>You are equally comfortable checking in informally with a team member and advising a manager through a tricky performance conversation.<br><br>You can manage the detail of a probation review as well as stepping back to ask whether our wider approach is right. You are pragmatic: you know when a process must be followed and when a lighter touch better suits a small, informal team.<br><br></div>
<div>You like working with real autonomy and you're ambitious for LeadDev's people function, not just diligent about it. You don't wait to be asked before researching a better way to do something or flagging a change in the law that affects us - you bring it to the table with a plan.&nbsp;<br><br></div>
<div>You're excited by the idea of shaping people practices in a growing business rather than simply maintaining an already-established function.</div>
<div>&nbsp;</div>
</div></body></html>

<div>
<h2><strong>About the role</strong></h2>
<p>LeadDev is a growing business with a close-knit, remote-first team. We are warm, people-focussed, and seek to prioritise our team members and support them. You will build relationships with our team and be the first point of contact on people operations matters. You will build trusted relationships with line managers and the leadership team, supporting them to build a strong and high performing team. Our culture is warm, friendly and highly personal, but we are also committed to sound judgement, full compliance and best practice on HR matters.</p>
<div>We want someone who will do more than keep things running. We want someone who treats every part of this remit as a question of "is this actually best practice, and if not, how do we change?" You'll investigate how other scaling businesses handle people matters, bring ideas to the leadership team with a case for why they're worth doing, and keep LeadDev ahead of changes in employment law and practice. If you naturally notice what's not working and are motivated to improve things, this role is for you.<br><br>
</div>
<div>Because this is a broad remit within a part-time role, success will depend on sound prioritisation. You will work with the Finance Director and leadership team to agree priorities, distinguish essential operational work from longer-term improvements, and focus your time where it will have the greatest impact.<br><br>
</div>
<h2><strong>What you will be working on</strong></h2>
<p><strong>Strategic HR &amp; continuous improvement</strong></p>
<div>
<ul>
<li>Proactively researching best practice and emerging trends in people management, and recommending changes</li>
<li>Monitoring changes in UK employment law and practice, and translating them into concrete updates to our policies and processes</li>
<li>Building business cases for new projects, tools, or changes to how we do people ops - with a clear rationale, not just a request</li>
<li>Setting the agenda for what "good" looks like at LeadDev on people matters, not just maintaining what exists</li>
</ul>
<strong>Hiring, onboarding &amp; performance<br></strong>
</div>
<div>
<ul>
<li>Advising line managers with hiring and onboarding processes</li>
<li>Supporting line managers with performance management </li>
<li>Providing timely, practical advice to line managers and the management team on hiring, onboarding, performance and probation matters</li>
</ul>
<strong>Policy &amp; documentation<br></strong>
</div>
<div>
<ul>
<li>Reviewing and updating the employee handbook and HR policies in line with relevant legislation and best practice</li>
<li>Maintaining contracts of employment, offer letters and other employee-facing documents</li>
<li>Updating processes, procedures and other documents to best practice levels</li>
</ul>
<strong>Employee relations, including</strong>
</div>
<div>
<ul>
<li>Managing disciplinary and grievance processes and supporting people through the process. </li>
<li>Intervening and managing difficult situations, for instance, acting as a mediator </li>
<li>Conducting exit interviews and compiling and sharing feedback that can be used to improve our people strategy</li>
</ul>
<strong>Leave &amp; absence</strong>
</div>
<div>
<ul>
<li>Ensuring that employee absences are managed effectively</li>
<li>Managing employee leave policies and procedures</li>
</ul>
<strong>Compliance essentials</strong>
</div>
<div>
<ul>
<li>Conducting right to work and reference checks</li>
<li>Managing statutory health &amp; safety compliance (DSE assessments, risk assessments)</li>
<li>Advising and assisting the company’s data protection responsibilities</li>
<li>Providing guidance to leaders on off-payroll working (IR35)</li>
</ul>
<strong>Benefits &amp; reward</strong>
</div>
<div>
<ul>
<li>Managing the relationship between the company and its pension provider</li>
<li>Experience with pensions administration and governance and auto-enrolment compliance</li>
<li>Conducting the annual salary review and benchmarking exercise</li>
<li>Managing and implementing changes to employee benefits programmes</li>
<li>Working with colleagues to manage the payroll process </li>
</ul>
<strong>Engagement &amp; culture</strong>
</div>
<div>
<ul>
<li>Running monthly team pulse surveys, identifying themes and recommending practical actions to strengthen engagement and culture.</li>
</ul>
<strong>Systems</strong>
</div>
<div>
<ul>
<li>Maintaining accurate employee records and workflows in CharlieHR</li>
<li>Making effective use of the Peninsula HR subscription for advice, templates and compliance support </li>
</ul>
</div>
<div><strong>Projects</strong></div>
<ul>
<li>Leading or supporting ad hoc people-related projects that improve employee experience, management capability, compliance or operational effectiveness</li>
</ul>
<h2><strong>What success looks like</strong></h2>
<div>Within your first year, LeadDev has a clear and prioritised people plan. Managers and team members know where to go for support on policies, contracts and best practice. People matters are not only fully compliant, but continually improving, with progress measured through feedback, pulse surveys and delivery of agreed priorities. </div>
<div>
<h2><strong>What we are looking for</strong></h2>
<div><strong>Essential</strong></div>
<ul>
<li>A strong generalist background in HR or People Operations, ideally developed in a small or scaling business </li>
<li>Strong working knowledge of UK employment law and best practice</li>
<li>A track record of managing effective recruitment and onboarding from initial brief through to a new team member's integration and early retention</li>
<li>Confidence guiding managers through goal-setting, probation reviews, performance management and difficult conversations</li>
<li>Excellent relationship-building skills, comfortable working with both team members and senior management</li>
<li>Highly organised, with strong attention to detail and follow-through on documentation and processes</li>
<li>Discreet and trustworthy, able to handle sensitive and confidential matters with judgement</li>
<li>Confident working independently in a remote-first, flexible role</li>
<li>Excellent written and verbal communication skills</li>
<li>Track record of identifying and driving through improvements to HR practice, not just administering existing processes</li>
<li>Demonstrated ability to build a case for change and get buy-in from senior stakeholders</li>
</ul>
</div>
<div>
<p><strong>Desirable</strong></p>
<ul>
<li>
<p>CIPD qualification (or working towards)</p>
</li>
<li>
<p>Experience with pensions administration and governance</p>
</li>
<li>
<p>Confidence in running salary benchmarking or annual review processes</p>
</li>
<li>
<p>Prior experience supporting fast-growing SMEs, ideally within an events, publishing or media business</p>
</li>
<li>
<p>Experience succeeding in a part-time role while managing multiple priorities</p>
</li>
</ul>
<h2><strong>About you</strong></h2>
</div>
<div>You are warm, approachable , and you genuinely enjoy supporting others. You bring the rigour and organisation needed to ensure that commitments, documentation and follow-up do not fall through the cracks. <br><br>
</div>
<div>You are equally comfortable checking in informally with a team member and advising a manager through a tricky performance conversation.<br><br>You can manage the detail of a probation review as well as stepping back to ask whether our wider approach is right. You are pragmatic: you know when a process must be followed and when a lighter touch better suits a small, informal team.<br><br>
</div>
<div>You like working with real autonomy and you're ambitious for LeadDev's people function, not just diligent about it. You don't wait to be asked before researching a better way to do something or flagging a change in the law that affects us - you bring it to the table with a plan. <br><br>
</div>
<div>You're excited by the idea of shaping people practices in a growing business rather than simply maintaining an already-established function.</div>
<div> </div>
</div>

LeadDev

People Operations Manager

To get started, replace the image opposite with a striking company photo to catch people's attention. Then, describe what makes your company great. Usually, an about us section will highlight some of the following: company history, company culture and values, future plans and goals, mission statement, description of products/services offered, awards and recognition received, customer testimonials or case studies and background.