Director, HR Manager, Management

We build legal drafting technology for moments that matter — when the stakes are high, the documents are complex, and speed can’t come at the cost of control.

Our platform helps legal teams move faster through contracts using automation, collaboration, and AI — without taking judgement away from the lawyers who own the risk. We believe technology should amplify expertise, not replace it.

Avvoka is trusted by leading law firms, banks, and global enterprises, and we’ve grown through product strength and word of mouth alone. With headcount and revenue continuing to scale rapidly year on year, we’re now scaling from a product‑led success into a globally recognised legal‑tech brand.

We’re at an inflection point: evolving how the world’s most sophisticated legal teams work — and building a company where thoughtful people can do the best work ofp>

This is a rare opportunity to build the People leadership layer above an established People function.

Avvoka already has a strong Head of People with a strong operational foundation. This role exists to transform the People function, adding seniority, strategic depth, and global experience to scale the people function.

You’ll partner closely with the senior leadership team through from 80 employees through to 150+, while mentoring and developing the Head of People into a strategic thinker as the function scales from a hands‑on team into a global People organisation.

If you enjoy building leaders, designing scalable systems, and guiding companies through inflection points, this role offers exceptional scope and impact.

We’re hiring a People Director to lead Avvoka’s People strategy at the executive level.

The People Director will focus on company‑wide people architecture, leadership effectiveness, international expansion, and investor readiness, mentoring the Head of People whilst also co‑owning day‑to‑day People operations and delivery.

The role remains hands‑on where it matters most — particularly at leadership, organisational, and international levels — but is primarily about setting direction, raising standards, and enabling scale.

Department:
People

Reports to:

Co‑founders

Direct Reports:
Head of People

Working Hours:

Generally 9:00–17:30 GMT, with 1 hour’s lunch break

Compensation:
Competitive, based on experience

Start Date:

Flexible — we’d love you to join soon

Own and evolve Avvoka’s long‑term People strategy in line with commercial and product growth.

Partner with founders and leadership team on:

• Org design and scaling strategy
• Retention and leadership capability
• Cultural health as the company grows internationally
• Define the People roadmap required to scale the business to match its ambitious plans.

International Expansion & Governance

Lead People for international expansion, initially UK → US.

Support the setup of international entities in partnership with Finance and Legal.

Design globally consistent, locally compliant employment frameworks.

Guide leaders through the challenges of distributed, cross‑border teams.

Act as a coach, mentor, and strategic partner to the Head of People, supporting their growth into a scaled People leader.

Provide senior guidance on complex People decisions, while empowering operational ownership.

Set clear boundaries between strategic leadership and operational delivery.

Raise the bar for People leadership across the organisation.

Culture, Performance & Leadership Quality

Ensure Avvoka’s values remain embedded as the organisation scales.

Design leadership and performance frameworks that drive accountability and clarity.

Support senior leaders in building strong, resilient teams.

Act as a sounding board for the founders and exec team on sensitive people matters.

Hiring Architecture & Talent Quality at Scale

Build and oversee a scalable hiring function across technical and non‑technical roles, with clear role definition and consistent assessment standards.

Partner with functional leaders to design fit‑for‑purpose hiring frameworks, from technical assessment to leadership evaluation.

Set hiring governance and capability, including interviewer training and structured decision‑making.

Continuously refine hiring processes to…