Role Description The People Business Partner develops and aligns people strategy with business objectives across designated areas of our business. Operating as a trusted advisor to senior leaders, this role drives organisational performance, workforce planning, and culture change while leveraging specialist support from Centres of Expertise (CoEs) and a dedicated Colleague Relations (ER) team. As a key member of the People team, the People Business Partner supports strategic initiatives and helps shape people policy and practice that aligns with our values-led performance culture and our business goals. (12 MONTH FTC) KEY RESPONSIBILITIES: - Strategic Partnership: - Acts as the primary HR partner to senior leaders, providing strategic insight and people-focused solutions to deliver business objectives. - Leads the implementation of workforce strategies including organisational design, talent management, succession planning, engagement, and workforce planning. - Uses people data to identify trends (e.g. engagement, turnover, capability) and drives action that improves workforce effectiveness. - Leadership Coaching & Capability Building: - Coaches and equips leaders to manage their teams with confidence, providing support for performance conversations and leadership development. - Supports the development of a values-led, high-performance culture through accountability, continuous feedback, and effective people management. - Identifies skill gaps and capability risks, working with the Talent Development team to deliver targeted initiatives and build leadership capability. - Organisational Change: - Leads the people agenda for change programmes including restructures, integrations, divestments, and organisational redesign. - Engagement: - Translates Your Voice results into clear, actionable plans, driving meaningful improvements in engagement. - Talent & Succession Management: - Identifies critical roles and key talent, ensuring succession plans and talent development pathways are in place and actioned. - Partners with Talent Development and senior leaders to build cross department pipelines and future-fit capabilities. - People Team Interface: - Partners with the Colleague Relations (ER) team to ensure consistent, fair, and compliant handling of employee relations matters. - Works closely with CoE teams (e.g. Talent Development, People Operations, Colleague Relations) to shape and deliver tailored people solutions. - Acts as a conduit between the business and CoEs, providing business insight and championing the value of CoE teams. - People Analytics & Insight: - Leverages people data and HR metrics to inform decision-making, monitor progress, and identifies opportunities for improvement. - Works in partnership with CoEs to report on and respond to KPIs related to engagement, attrition, diversity, and performance. KEY PERFORMANCE INDICATORS: - Workforce planning deliverables - Manager capability - Engagement action plan delivery - Talent/succession strength Qualifications - An experienced HR Business Partner or similar strategic HR role in a multi-site organisation. - Strong commercial acumen and ability to link people priorities to business outcomes. - Excellent stakeholder management, communication, and influencing skills. - Experience in change management, workforce planning, and organisational development. - Comfortable operating in a centre-led HR model with CoEs and CR support. - Experience of an employed and self-employed model. - Sound understanding of UK&I employment law and people-related risks (with support from ER specialists). Competencies - Ability to see the bigger picture and align people strategies to business goals. - Builds trust and credibility with senior leaders and people team stakeholders. - Works across boundaries to achieve shared goals. - Change agility and continuous improvement mindset. - Takes initiative and delivers. - Acts ethically and maintains confidentiality at all times. Benefits - Wellbeing Support: 24/7 Employee Assistance Programme and GP service plus an in-house Mental Health First Aider programme. - Additional Reward: bonus scheme based on business performance. - Extra Leave: Birthday off and option to buy 3 more days. - Family Support: Enhanced maternity/paternity leave. - Financial Security: Life assurance and pension scheme. Application Process When you click apply, we’ll need your CV and contact details, along with the answer to four quick questions and your application will be complete! You’ll get a response as quickly as we can, whatever the outcome of your application. Ready to join us? Click apply to take the next step in your career. Additional Information We are an equal opportunity employer and value diversity, equity and inclusion in our workplace. We are committed to creating an environment of mutual respect and are dedicated to providing equal employment opportunities regardless of race, religion or belief, sex, sexual orientation, gender reassignment, pregnancy or maternity, marital or civil partner status, disability, age, or nationality. Contract Type: Fixed Term Contract / Temporary PortmanDentex Location: UK Remote Vacancy Type: Central Functions Department: People

Role Description Our client is a modern travel agency powering a new generation of travel entrepreneurs. Through an AI-enabled platform, they equip advisors with the technology, training, and community needed to build successful businesses and deliver highly personalized travel experiences that go beyond what automation alone can achieve. Since launching in 2021, our client has enabled more than 15,000 travel advisors to establish their businesses, with 97% entering the travel industry for the first time. Collectively, their advisor network has facilitated over $2.5 billion in travel bookings across more than 180 countries. Headquartered in New York City, the company is backed by leading global investment firms. - EOR Transition Support: Partner with Fora's US People Ops team on the operational execution of contractor-to-employee conversion for our Philippines-based workforce. Coordinate closely with our EOR to ensure accurate onboarding, records, and a smooth, compliant, people-first transition by early 2027. - Employee Experience: Serve as the primary point of contact for Manila-based employees throughout their full tenure at Fora — from onboarding through day-to-day employment, growth, and offboarding. Own the local employee experience: benefits and compensation questions, statutory contributions, policy clarity, and the moments that make people feel informed and supported at every stage. - Employee Relations: Own all employee relations matters for the Manila team: performance concerns, workplace conflict, policy questions, and escalations. Partner with managers to coach through difficult conversations with fairness and documentation rigor. - Cultural Translation: Act as the bridge between Fora's NYC leadership culture and the Philippines team — translating expectations, values, and decisions into local context, and representing the Manila team's perspective back to US leadership in a solutions-oriented way. - EOR Platform Administration: Own the day-to-day operational management of Fora's Employer of Record platform, including employee record accuracy, payroll cycle review, onboarding and offboarding workflows, benefits coordination, and support ticket management. Partner with Fora's US People Ops leadership, who manages the strategic EOR relationship. - Onboarding & Offboarding: Design and run a thoughtful onboarding experience for all newly converted employees in alignment with the company’s US standards. Manage offboarding in alignment with Fora's global People Ops standards and Philippine labor requirements. - Performance Management: Building and maintaining PM frameworks (goal-setting, reviews, feedback) aligned to company-wide standards. - Legal Liaison: Coordinating between Fora HQ legal and Philippines-based counsel on employment/labor matters. Qualifications - Experience: 8–10 years of HR generalist experience, with progressive responsibility ideally including a mix of operational HR and employee relations. - US Company Experience: Prior experience supporting or working within a US-headquartered company — you understand how American companies operate, communicate, and make decisions, and can work confidently across time zones. - Employee Relations Depth: Demonstrated experience managing complex employee relations situations, performance conversations, and sensitive HR matters with sound judgment and appropriate documentation. - Philippines Employment Context: Working familiarity with Philippine labor law and statutory obligations (SSS, PhilHealth, Pag-IBIG) — enough to identify issues and ask the right questions of our EOR, who owns compliance execution. - Communication: Excellent written and verbal communication in English. You can write clearly for US executive leadership and speak plainly and directly with Manila team members. - Autonomy: Comfortable operating independently in a remote, fast-moving environment with limited day-to-day oversight. You surface problems proactively without being prompted. - Prior experience supporting a US-HQ company with an established offshore Philippines team and managing contractor-to-employee or EOR transitions. Requirements - Advantageous: Tech startup or high-growth company experience — you know what it looks like when process has to catch up to pace. - Prior experience with an Employer of Record (EOR) model, PEO, or similar co-employment arrangement. - Exposure to global HR platforms (Deel, Rippling, Remote, etc.) or modern HRIS systems. - Background supporting a distributed, multinational workforce with cross-cultural complexity. - Comfort with AI-enabled HR tools and an eagerness to work alongside a People Ops team that actively uses AI in day-to-day work. Benefits - Job Type: Full-Time Permanent - Schedule: Monday – Friday, 4AM (PHT) - 12PM (PHT) - Location: Permanent Work-From-Home - Industry: Travel E-Commerce

**Role Overview** As the **Director of Talent, Hiring & People Operations**, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement). **Key Responsibilities** **Talent Acquisition (the #1 outcome of this role):** • Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. • Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. • Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles. • Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. • Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. **People Operations:** • People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. • Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. • Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. • Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. • Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. • External Partnerships: Partner with external service providers to enhance and support people operations as necessary. How Success Is Measured (two bold sub-headers, each with bullets): **Talent Acquisition KPIs:** • Average time to fill open roles: under 45 days. • Weekly applicant volume per active role: 250+ qualified applicants. • Weekly hiring pipeline report by sourcing channel: 100% completion, on time. • Completed candidate case studies available for review per role per week: 15+. • Glassdoor company rating: maintain 4.5+ average across the year. **People Operations KPIs:** • Successful implementation of people systems that directly support the business's ability to scale. • Strong employee retention rates, with high performance and engagement. • Improved leadership confidence in people systems, talent readiness, and organizational alignment. • Predictable, scalable people operations that contribute to the company's growth and success.

Role Description As the Director of Talent, Hiring & People Operations, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement). Key Responsibilities - Talent Acquisition (the #1 outcome of this role): - Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. - Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. - Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles. - Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. - Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. - People Operations: - People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. - Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. - Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. - Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. - Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. - External Partnerships: Partner with external service providers to enhance and support people operations as necessary. How Success Is Measured - Talent Acquisition KPIs: - Average time to fill open roles: under 45 days. - Weekly applicant volume per active role: 250+ qualified applicants. - Weekly hiring pipeline report by sourcing channel: 100% completion, on time. - Completed candidate case studies available for review per role per week: 15+. - Glassdoor company rating: maintain 4.5+ average across the year. - People Operations KPIs: - Successful implementation of people systems that directly support the business's ability to scale. - Strong employee retention rates, with high performance and engagement. - Improved leadership confidence in people systems, talent readiness, and organizational alignment. - Predictable, scalable people operations that contribute to the company's growth and success. Qualifications - 5+ years of experience in People Operations, HR leadership, or a related field, ideally in a fast-growing environment. - Bachelor’s degree in Human Resources, Business, or a related field. - Proven ability to build scalable systems that attract, develop, and retain talent. - Strong experience working with distributed and remote teams. - A passion for people development, with the ability to design and implement programs that foster growth, learning, and employee satisfaction. - Excellent communication and relationship-building skills at all levels of the organization. - A growth mindset and a collaborative approach to solving problems. - Experience using data to drive decisions and measure success. Benefits - Remote-first work environment - Paid time off and holidays - Access to learning resources and professional development - Free access to Hadley Designs products - Regular interaction with leadership, including the CEO and CMO - Stability from a decade as a family-founded, mission-driven brand Apply Today If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide. P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.