Head of People

Oxford Data Plan tracks revenue and other KPIs daily for 250+ listed companies globally using a mixture of first and third party data, and a custom modelling methodology. We work with around 100 investment funds with different strategic focuses, and recently closed a Series B investment round.

We have a global team of around 100 people, across the US, the UK, Europe, Dubai, India, and the Philippines. We are looking to establish a best-in-class People department that can scale with the ambition of our company.

Role Description

Where the role sits

The People function reports to the Finance Director in a unified Finance and People division. Executive sponsorship comes from the CRO, who you will meet with regularly and represent HR issues up to the executive when required. The Head of People will initially have a single direct report to our internal recruiter, with administrative support provided by our team in the Philippines.

Responsibilities

· Define ODP’s people strategy: Work closely with the Finance Director and C-suite to define and deliver a long-term strategic roadmap for our People department.

· Develop the foundations: Onboarding, probation, policies, levels and review processes, working the same way in every location we hire into, while minimising bureaucracy.

· Level up performance and reward: Run the performance review cycle, establish career pathways, and establish salary banding, levelling and the pay review cycle with the Finance Director.

· Raise the standard of management: Consistency of practice among managers, management training, and support for new managers as they grow into the role.

· Own employee relations and people risk: Handle employee relations across our jurisdictions, taking external advice where warranted, and identify people risk early, bringing solutions rather than escalations.

· Own talent and retention: Manage our internal recruiter, and set hiring strategies that serve business objectives rather than filling seats.

· Own people operations and compliance: Own contracts, right to work, visas and relocation, directing rather than processing immigration work, and supplying Finance with clean, on-time payroll inputs.

· Own our people systems: Keep the HRIS a genuine source of truth rather than a record store, alongside Finance and the Philippines team.

· Protect culture and own measurement: Maintain a healthy culture as we grow, including for the majority who will never sit in an office, and report the measures of organisational health to the C-suite.

Job Requirements

We are looking for a senior People leader who can build a function from the ground up and operate hands-on while doing it. We are a remote first company, but this role should sit in the UK, as this is where our company is registered and the plurality of our workforce is based.

Essential

· Experience: Eight to ten years in People, HR or talent roles, with at least one to two of those as the most senior HR person in an organisation.

· Developing new HR systems: Demonstrated experience developing and deploying new HR processes and systems, ideally in a small fast growing business.

· Reward and levelling: Demonstrable experience building salary banding and levelling frameworks from scratch, benchmarking against external data, and taking pay proposals to a board or executive team.

· Performance and development: Experience designing and running performance and development processes, including calibration across teams and building career pathways.

· Systems and data: Hands-on experience owning and improving an HRIS as a source of truth and using people data to inform decisions rather than to report after the fact.

· Commercial judgement: Comfortable working closely with Finance, defending people investment on commercial terms and operating within a compensation envelope.

· Pragmatism and pace: Comfortable in a fast-moving, Series B environment where priorities shift and perfect information is rarely available.

Desirable

· Experience in financial services, data or another regulated or technical industry.

· Experience running HR departments with an international workforce.

· Experience managing or building a talent function, including managing recruiters.

· CIPD qualification or equivalent.