Senior People Manager

Location

London, 4 days on site, 1 day WFH

Consumer Beauty Brand

We are partnering with a well-established beauty brand at a pivotal stage of growth and cultural development to recruit a Senior People Manager. This role will take ownership of day-to-day people operations across the workforce, ensuring a consistent, compliant and engaging employee experience from onboarding through to ongoing development and retention.

Reporting to the FD the Senior People Manager will play a hands-on role in building robust people processes, leading employee relations, embedding wellbeing and engagement initiatives, and ensuring HR policies and practices are fit for scale. This is an operational, delivery-focused position suited to a commercially minded HR professional who balances empathy with rigour and brings a practical, service-led approach to supporting both leaders and employees.

Employee lifecycle (onboarding and offboarding)

• Own and improve the end-to-end employee journey, with a strong focus on preboarding, onboarding and offboarding.

• Make sure every new starter has a smooth, well-run experience (paperwork, equipment, induction, training and key introductions).

• Lead compliant offboarding and exit interviews, capturing themes and feeding actions back to the leadership team.

Culture, wellbeing and engagement

• Partner with leaders to strengthen a positive, high-performance culture through clear communication, recognition and simple team rituals.

• Own day-to-day wellbeing support, including confident signposting to the right internal and external resources.

• Plan and run eNPS and engagement surveys, turning results into practical action plans and tracking progress over time.

Recruitment coordination

• Manage recruitment coordination for high-volume and junior roles, including screening, scheduling, candidate comms and process flow.

• Work with external partners on senior roles, ensuring clear briefs, pace, quality and consistent feedback loops.

• Keep the ATS and trackers accurate so pipeline and time-to-hire data is reliable.

HR compliance and policies

• Own core HR compliance, including Right to Work, contracts/letters, file management and accurate people data.

• Ensure statutory and mandatory training is completed, tracked and escalated when required.

• Roll out practical people policies and deliver manager refreshers so they are applied fairly and consistently.

• Support the FD to implement changes required under the Employment Rights Act and related updates.

Employee relations and manager support

• Act as first-line support for day-to-day ER queries, keeping advice pragmatic, consistent and commercially sensible.

• Coach managers on good practice, documentation and early intervention, escalating higher-risk matters when needed.

People ops and continuous improvement

• Build simple, scalable people processes that improve consistency and employee experience as the business grows.

• Provide regular reporting to the FD on key people metrics (onboarding completion, attrition, eNPS, training compliance and hiring pipeline).

• Spot recurring issues and implement improvements that stick.

• Preboarding, onboarding and offboarding are consistent, organised and well received.

• Right to Work, documentation and statutory training compliance are tight, tracked and easy to audit

• eNPS / engagement survey cadence is in place with clear actions owned by leaders.

• Hiring managers feel supported, and junior/high-volume recruitment runs smoothly with good pace an candidate experience.

• Managers are clearer on expectations and follow People policies more consistently.

• Engagement and retention improve, with clear insight into what drives both.

• Managers demonstrate stronger, more consistent people leadership and fair decision-making.

• The business stays ahead of compliance obligations and legislative change, with minimal disruption.

• Strong experience in a People Ops / HR generalist role within a fast-paced, scaling business (consumer, DTC, e-commerce or similar ideal).

• Proven track record owning onboarding/offboarding, engagement surveys and manager support.

• Experience…