Group People Operations Manager

Middlemore; Greater London; Híbrido; GBP 60.000 - 90.000; Jornada completa

Descripción de la vacante

Middlemore is partnering with a renowned international financial services organisation to appoint a People (HR) Operations Manager for a holding group of brands. The role focuses on owning a central HR Operations service delivering to a global workforce, reporting to the Chief People Officer.

You will manage employee lifecycle, payroll across jurisdictions, reward cycles, and HRIS ownership, with a small team supporting administrative duties. Hybrid working model in place.

Formación

• Experience managing payroll and reward in an HR operations role, across multiple jurisdictions.
• Background in financial services is essential.
• Hands-on experience in smaller or mid-sized environments.
• Proven ability to own HRIS and drive enhancements.
• Experience with outsourced providers and governance.
• Demonstrated change management and process improvement.

Responsabilidades

• Own employee lifecycle processes for joiners, movers, and leavers.
• Oversee payroll with an outsourced provider, ensure accuracy and compliance.
• Lead reward cycles, benchmarking and benefits renewals.
• Own HRIS and relationships with providers, drive automation.
• Collaborate on global mobility with HR Business Partners.
• Lead a small team handling administrative duties.

Conocimientos

Payroll management

HRIS ownership

Change management

People data governance

Global payroll

Herramientas

Sage People

Descripción del empleo

Hybrid working (3 days in office 2 at home)

Middlemore is partnering with a highly regarded, international financial services organisation to appoint a People (HR) Operations Manager for a holding group of brands. With a long heritage, a strong reputation in its market and an employer brand people genuinely want to join, the business has invested significantly in its People function over the past few years. That includes a new HRIS (Sage People), a newly designed reward framework and a total revamp of global payroll.

This new role exists to take ownership of these elements and own a centralised HR Operations service delivered to a global workforce.

The role

Reporting to the Chief People Officer, you will own people operations across the group, with clear accountability for:

• Employee lifecycle: owning joiner, mover and leaver processes, people data governance and workforce reporting.
• Payroll: managing an outsourced payroll provider across multiple jurisdictions, validating data with Finance and ensuring accuracy and compliance.
• Reward and benefits cycles: Play a leading role on annual pay review, benchmarking, benefits renewals and broker management.
• HRIS: owning the system and its provider relationship, and driving enhancements, automation and better self-service.
• Global mobility: elements of this will sit with you, working in collaboration with HR Business Partners.

You will have some dedicated resource under your leadership to pick up administrative responsibilities.

What we are looking for

• Financial services: This is essential for this position.
• Smaller-firm HR operations: Your background is in a smaller or mid-sized environment, where you have been hands-on and close to the detail.
• Payroll and reward in your remit: You have overseen payroll and reward as part of an HR operations role, ideally across more than one country.
• Technology: You are technologically confident and comfortable owning an HRIS. Sage People experience is a strong advantage, though not essential.
• Outsourced providers: You have managed external providers and know how to hold them to account.
• A track record of change: You can point to processes you have improved, automated or rebuilt, and you communicate change well.
• Career stage: This role would suit an emerging HR Operations Leader, looking to sit on a HRLT and build their global expertise as a true Centre of Excellence owner.

Why this role

You will be the first person to fully own this agenda. The frameworks and systems will be in place but will require continuous improvement, there is visible Board support for change, and you will have real autonomy, backed by a Chief People Officer committed to your development.