Senior People Manager

Job description

**Hello,** We are **Recognise Bank;** a modern business bank built to support the UK’s SMEs with tailored lending and savings solutions. Founded in 2017 by experienced business owners, we set out to challenge traditional banking by offering more flexibility, understanding, and practical support to help businesses thrive. Since receiving our banking licence in 2021, we’ve built a loyal customer base and a strong, diverse team that puts people first. Our vision is **building stronger futures with bespoke financial solutions**. We understand that no two financial needs are the same, which is why we work closely with UK SMEs and individuals to unlock potential others often overlook. Through smart, flexible lending and savings products, we’re here to **build and grow stronger futures for lasting success**. Our values shape how we work and grow together: 💪 **Can do, will do:** We take ownership, solve problems, and adapt as our customers’ needs evolve. ✨ **Be brilliant:** We show up with curiosity and energy, always striving for better. 🤝 **Do the right thing:** We act with integrity, responsibility, and care in everything we do. 💡**Make a difference:** We focus on impact, helping our customers, colleagues, and communities succeed. **About the role** This role will lead the People function operationally and translate the Bank’s People Strategy into delivery. The role owns and runs core people processes end-to-end, across the employee lifecycle, reward, resourcing, performance and engagement. The Senior People Manager will combine hands-on delivery with day-to-day leadership of the team. The SPM will support the COO, who owns and defines the People Strategy and holds policy accountability. ### Key Responsibilities **Strategy, team and operating model:** - Implement and deliver the People Strategy and DEI Strategy set by the COO, turning direction into delivered outcomes. - Lead and line manage the People team, allocating ownership of core areas and developing the team’s capabilities. - Own the People operating model, service SLAs and knowledge base; produce People MI and the Organisational Health Dashboard. **Policy, governance and compliance:** - Maintain and update People policies, the Employee Handbook, Code of Conduct (together with Compliance), People Standard Operating Procedures and the Employee Relations toolkit for the People team. - Own Health & Safety, DSE and risk assessment obligations and return-to-work processes. - Prepare committee and governance packs as required by the COO, support people-related governance under SMCR. **Employee relations:** - Own ER case management with the support of the COO and General Counsel, applying the ER toolkit and ensuring consistent, well-documented outcomes in line with applicable laws and regulations. **Organisation design and resourcing:** - Support organisational structure, role architecture, JDs, headcount, the skills library and competency framework. - Own the recruitment process, sourcing strategy and EVP, manage onboarding, induction, manager guidance, probation and offboarding. **Performance, talent and development:** - Run goal setting, performance management, calibration, underperformance and PIP processes. - Own career pathways, succession planning, leadership and next generation development and coaching. **Reward and benefits:** - Manage salary bands, pay structures, benchmarking, benefits, bonus and recognition processes. - Oversee payroll input, background checks, screening and RTW checks. **Engagement and well-being:** - Own employee engagement and listening, the wellbeing strategy, mental health first aiders and the social committee. ### Required Skills & Experience Essential: - CIPD qualified (Level 5 or above) - Experience operating at a People Manager level or equivalent (or performed a comparable generalist role) - Proven generalist HR experience across the full employee lifecycle - Track record owning ER case management end-to-end - Experience writing policies, SOPs and handbooks - Experience managing or supervising others - Strong UK employment law knowledge - Confident with HR systems and People MI - Policy and governance drafting - Experience running reward, benefits, benchmarking and performance management frameworks Desirable: - CIPD Level 7 - Bachelor’s degree in HR or business coaching qualification - Senior People Manager, Senior HR BP or HR Lead experience - Experience in similar-size or maturing organisation - Experience in regulated / financial services environment - Exposure to SMCR - Experience standing up or maturing an HR function - Experience in similar-size or maturing organisation - Experience in regulated / financial services environment - Exposure to SMCR - Experience standing up or maturing an HR function - Knowledge of H&S requirements - Organisation design and role architecture development or implementation experience - Competency framework design