Senior People Partner

The role

We're looking for a Senior People Partner to sit alongside business leaders at Fonoa and drive high performance across their teams. As Senior People Partner at Fonoa, you'll own the business-facing People relationship for a defined set of leaders and their teams. Real partnership. You'll help managers prevent problems before they escalate, move difficult situations forward when they don't, and build the frameworks that make consistency possible as the company scales.

About the role

• Partner with business leaders.
• Be the named People partner for a defined set of leaders.
• First point of contact for people issues, performance conversations, team dynamics, and management challenges.
• Own the relationship, not just the transaction.
• Drive performance and accountability.
• Help managers set clear expectations, have difficult conversations, and act on issues before they become crises.
• Coach the manager through it. Don't just advise from the side.
• Owain employee relations.
• Manage ER cases end-to-end across markets, from early intervention through to resolution.
• Keep things moving, keep things fair, and keep the business out of avoidable risk.
• Build the people programmes.
• Design and run the programmes that move the business forward: onboarding, career frameworks, manager training, culture, engagement.
• Make them real, not decorative.
• Cover the US & EU.
• Provide dedicated People partnering for Fonoa's US & EU employees, with working knowledge of US employment law and practices.
• Shape the function.
• Help build what the People function looks like as Fonoa scales, and operate as the partner business leaders bring their hardest problems to.

Responsibilities

• Partner with business leaders.
• Be the named People partner for a defined set of leaders.
• First point of contact for people issues, performance conversations, team dynamics, and management challenges.
• Own the relationship, not just the transaction.
• Drive performance and accountability.
• Help managers set clear expectations, have difficult conversations, and act on issues before they become crises.
• Coach the manager through it. Don't just advise from the side.
• Owe employee relations.
• Manage ER cases end-to-end across markets, from early intervention through to resolution.
• Keep things moving, keep things fair, and keep the business out of avoidable risk.
• Build the people programmes.
• Design and run the programmes that move the business forward: onboarding, career frameworks, manager training, culture, engagement.
• Make them real, not decorative.
• Cover the US & EU.
• Provide dedicated People partnering for Fonoa's US & EU employees, with working knowledge of US employment law and practices.
• Shape the function.
• Help build what the People function looks like as Fonoa scales, and operate as the partner business leaders bring their hardest problems to.

Requirements

• Commercial credibility and gravitas.
• You can hold your own with a CRO, CPO, or founder.
• You speak the language of the business (performance, output, growth, risk), not the language of HR policy.
• You've pushed back on a senior leader and can describe specifically what happened.
• A 'how, not no' instinct.
• When the easy answer is yes or no, you look for the third option.
• You can walk through a specific example where you helped a leader reach a legitimate outcome through a route they hadn't considered.
• Performance and ER in practice.
• You've owned performance situations and employee relations cases end-to-end, not just advised on them.
• You can describe how you support the manager, keep momentum, and bring cases to resolution across multiple jurisdictions.
• Programme design from scratch.
• You've built at least one people programme from a blank page, not inherited and maintained one.
• You can describe the problem, the design, the buy-in, and what changed.
• Breadth across the People function.
• Meaningful work across at least two of: performance frameworks, career development, L&D, onboarding, or culture programmes.
• Rage, not depth in one specialism.
• Strong context-switching.
• You can manage active situations across multiple teams without dropping things, with a clear method for triaging what's urgent, what's important, and what can wait.
• Working knowledge of US and UK/EU employment.
• Enough to be the first point of contact for employees and managers across markets without escalating every question to legal.

Qualifications

• Commercial credibility and gravitas.
• You can hold your own with a CRO, CPO, or founder.
• You speak the language of the business (performance, output, growth, risk), not the language of HR policy.
• You've pushed back on a senior leader and can describe specifically what happened.
• A 'how, not no' instinct.
• When the easy answer is yes or no, you look for the third option.
• You can walk through a specific example where you helped a leader reach a legitimate outcome through a route they hadn't considered.
• Performance and ER in practice.
• You've owned performance situations and employee relations cases end-to-end, not just advised on them.
• You can describe how you support the manager, keep momentum, and bring cases to resolution across multiple jurisdictions.
• Programme design from scratch.
• You've built at least one people programme from a blank page, not inherited and maintained one.
• You can describe the problem, the design, the buy-in, and what changed.
• Breadth across the People function.
• Meaningful work across at least two of: performance frameworks, career development, L&D, onboarding, or culture programmes.
• Rage, not depth in one specialism.
• Strong context-switching.
• You can manage active situations across multiple teams without dropping things, with a clear method for triaging what's urgent, what's important, and what can wait.
• Working knowledge of US and UK/EU employment.
• Enough to be the first point of contact for employees and managers across markets without escalating every question to legal.

Skills

• Commercial credibility and gravitas.
• You can hold your own with a CRO, CPO, or founder.
• You speak the language of the business (performance, output, growth, risk), not the language of HR policy.
• You've pushed back on a senior leader and can describe specifically what happened.
• A 'how, not no' instinct.
• When the easy answer is yes or no, you look for the third option.
• You can walk through a specific example where you helped a leader reach a legitimate outcome through a route they hadn't considered.
• Performance and ER in practice.
• You've owned performance situations and employee relations cases end-to-end, not just advised on them.
• You can describe how you support the manager, keep momentum, and bring cases to resolution across multiple jurisdictions.
• Programme design from scratch.
• You've built at least one people programme from a blank page, not inherited and maintained one.
• You can describe the problem, the design, the buy-in, and what changed.
• Breadth across the People function.
• Meaningful work across at least two of: performance frameworks, career development, L&D, onboarding, or culture programmes.
• Rage, not depth in one specialism.
• Strong context-switching.
• You can manage active situations across multiple teams without dropping things, with a clear method for triaging what's urgent, what's important, and what can wait.
• Working knowledge of US and UK/EU employment.
• Enough to be the first point of contact for employees and managers across markets without escalating every question to legal.

Benefits

• Autonomous tax technology.
• Trusted by Canva, Netflix, Spotify, Uber, Zoom, and Booking.com.
• Opportunity to shape the People function as Fonoa scales.
• High-growth experience in a scaling company.
• Commercial credibility and gravitas.
• Opportunity to work with a diverse and dynamic team.
• Competitive compensation package.
• Flexible working arrangements.
• Professional development opportunities.
• Work-life balance.
• Employee recognition and rewards.

Pay

Competitive salary commensurate with experience.

Schedule

Full-time.

Benefits

• Health insurance.
• Retirement savings plan.
• Flexible vacation policy.
• Professional development opportunities.
• Regular team-building activities.
• Employee recognition and rewards.

Qualifications

• BA/BS degree in Human Resources, Business Administration, or related field.
• At least 5 years of relevant experience in a People function, preferably in a high-growth environment.
• Proven ability to partner with business leaders and drive high performance.
• Experience in performance management, employee relations, and talent development.
• Strong communication and interpersonal skills.
• Ability to manage multiple priorities and deadlines.
• Experience with HRIS systems.
• Knowledge of US and UK/EU employment laws.

Skills

• Strong analytical and problem-solving skills.
• Excellent written and verbal communication skills.
• Ability to work independently and as part of a team.
• Experience with HRIS systems.
• Knowledge of US and UK/EU employment laws.

Requirements

• Commercial credibility and gravitas.
• You can hold your own with a CRO, CPO, or founder.
• You speak the language of the business (performance, output, growth, risk), not the language of HR policy.
• You've pushed back on a senior leader and can describe specifically what happened.
• A 'how, not no' instinct.
• When the easy answer is yes or no, you look for the third option.
• You can walk through a specific example where you helped a leader reach a legitimate outcome through a route they hadn't considered.
• Performance and ER in practice.
• You've owned performance situations and employee relations cases end-to-end, not just advised on them.
• You can describe how you support the manager, keep momentum, and bring cases to resolution across multiple jurisdictions.
• Programme design from scratch.
• You've built at least one people programme from a blank page, not inherited and maintained one.
• You can describe the problem, the design, the buy-in, and what changed.
• Breadth across the People function.
• Meaningful work across at least two of: performance frameworks, career development, L&D, onboarding, or culture programmes.
• Rage, not depth in one specialism.
• Strong context-switching.
• You can manage active situations across multiple teams without dropping things, with a clear method for triaging what's urgent, what's important, and what can wait.
• Working knowledge of US and UK/EU employment.
• Enough to be the first point of contact for employees and managers across markets without escalating every question to legal.

How to Apply

To apply for this role, please visit our careers page at www.fonoa.com/careers. In your application, please include a cover letter and resume highlighting your relevant experience and qualifications.